Managing conflict in the workplace
Active In SP
Joined: Sep 2010
30-12-2010, 12:10 PM
Instructor: Satyam Dhunputh
Anick Manan (Team leader)
39874081-Conflict.docx (Size: 44.17 KB / Downloads: 69)
Abraham Maslow’s Hierarchy of Needs Theory
The basis of Abraham Maslow's Hierarchy of Needs Theory is that people are motivated by needs that remain unsatisfied, and that certain lower factors have to be satisfied in order for higher needs to be recognized as unfulfilled. Maslow identified general categories of needs (survival, physiological, love, safety, and esteem) which have to be fulfilled in order for someone to act in an unselfish manner. These needs were referred to as "deficiency needs." While we are motivated to fulfill these needs, we progress toward growth and, eventually, self-actualization. It is a healthy, normal part of life to attempt to satisfy these needs. While, on the other hand, prevention of this gratification can make the person sick or even act in an evil manner.
As a result, for adequate workplace motivation, it is important that leadership understands the active needs active for individual employee motivation. In this manner, Maslow's pyramid model indicates that fundamental, lower-order needs like safety and physiological requirements have to be satisfied in order to pursue higher-level motivators along the lines of self-fulfillment.
Self-actualization is the summit of Maslow's motivation theory. It is about the quest of reaching one's full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow.
Self-actualized people tend to have motivators such as:
Self-actualized persons have frequent occurrences of peak experiences, which are energized moments of profound happiness and harmony. According to Maslow, only a small percentage of the population reaches the level of self-actualization.
After a person feels that they "belong", the urge to attain a degree of importance emerges. Esteem needs can be categorized as external motivators and internal motivators.
Internally motivating esteem needs are those such as self-esteem, accomplishment, and self respect. External esteem needs are those such as reputation and recognition.
Some examples of esteem needs are:
• Recognition (external motivator)
• Attention (external motivator)
• Social Status (external motivator)
• Accomplishment (internal motivator)
• Self-respect (internal motivator)
Maslow later improved his model to add a layer in between self-actualization and esteem needs: the need for aesthetics and knowledge.
Once a person has met the lower level physiological and safety needs, higher level motivators awaken. The first level of higher level needs are social needs. Social needs are those related to interaction with others and may include:
• Belonging to a group
• Giving and receiving love
Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by:
• Living in a safe area
• Medical insurance
• Job security
• Financial reserves
According to the Maslow hierarchy, if a person feels threatened, needs further up Maslow's Needs Pyramid will not receive attention until that need has been resolved.
Physiological needs are those required to sustain life, such as:
According to this theory, if these fundamental needs are not satisfied then one will surely be motivated to satisfy them. Higher needs such as social needs and esteem are not recognized until one satisfies the needs basic to existence.
Applying Maslow's Needs Hierarchy - Business Management Implications
If Maslow's theory is true, there are some very important leadership implications to enhance workplace motivation. There are staff motivation opportunities by motivating each employee through their style of management, compensation plans, role definition, and company activities.
• Physiological Motivation: Provide ample breaks for lunch and recuperation and pay salaries that allow workers to buy life's essentials.
• Safety Needs: Provide a working environment which is safe, relative job security, and freedom from threats.
• Social Needs: Generate a feeling of acceptance, belonging, and community by reinforcing team dynamics.
• Esteem Motivators: Recognize achievements, assign important project and implimentations, and provide status to make employees feel valued and appreciated.
• Self-Actualization: Offer challenging and meaningful work assignments which enable innovation, creativity, and progress according to long-term goals
Nature of Conflict
The conflict is a head bangers one. The conflict is a true conflict that has been escalated. No proactive action has been made to avoid it by the organization even if this latter has indication like being call terrorism and Taliban.
Moreover the spokeswomen of Fairmont Hotel and Resort Inc did not take immediate attention about the problem.
In this case the communication has been broken down and there is no hope that the parties can be reconciled. And because of no proactive action, the company has been sued by their Muslim employees.
Trigger over Roles, Policies and Procedures
The Muslim employees did not feel accepted and respect by their co-workers and was constantly abuse and physically threatened by them. The co-worker did not respect the policies of the organization and even more they did not respect the antidiscrimination law.
According to the text 2 Muslim employees were terminated unlawfully.
One employee was fire because it seems that he/she make some insinuation about other co-worker. Another one has been accused to terrorize the Hotel.
All this case did not follow the procedure of termination because none of them have been relevant. Moreover some co-workers were not been discipline when they threaten the Muslim employees. It was general plot against these employees.
Trigger over Relationships
Because of their belief of their belief, the Muslim employee has been treated unfairly by the co-workers. They have been threatened and harassed. They do not feel accept by their coworker.
They have been put aside for promotion.