Riverbend City Debrief, Essay Example

The experiences of Lupe and Alan come from very different perspectives; therefore, they must be addressed in different contexts in order to determine how to promote solutions that will have an impact on work-related productivity. In the examples provided, Lupe’s complaint against Alan was legitimate and deserved to be addressed by the management team; however, Alan also has a right to share his side of the story in order to make the circumstances more amenable to a positive decision that will enable the team to move forward. This is an important step in the discovery of new ideas and approaches to improve work relationships and to minimize conflicts to increase individual performance.

Many conflicts in the workplace have two distinct sides to the story; therefore, both sides must be addressed in order to develop a fair and equitable response to the circumstances that will have a lasting impact. By addressing both sides of the situation, it is likely that there will be a greater understanding and acknowledgement of the issues at hand in order to promote a work environment that is more conducive to positive outcomes (Dijkstra, Beersma, & Evers, 2011). Most importantly, these conflicts represent a means of recognizing the value of resolving conflicts to improve performance and to create other opportunities for growth within the workplace environment (Keashly et.al, 2011).

By addressing Alan’s side of the discussion, it is possible to demonstrate a more equal approach to the situation and to determine how to best move forward with an understanding between the two parties to prevent long-term complications and challenges. This is a positive reminder of the need to address all conflicts on an equal basis so that there are sufficient opportunities for growth within the work culture and to consider the aspects of the situation that limit progress and overall growth among employees in developing their relationships at a highly satisfying level.

References

Dijkstra, M. T., Beersma, B., & Evers, A. (2011). Reducing conflict-related employee strain: The benefits of an internal locus of control and a problem-solving conflict management strategy. Work & Stress, 25(2), 167-184.

Keashly, L., Nowell, B. L., Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. (2011). Conflict, conflict resolution, and bullying. Bullying and harassment in the workplace: Developments in theory, research, and practice, 423-445.