Disputes arise when there are conflicting parties. Every individual is unique in the mode of perception, feeling, and action. Due to these differences, conflict is most likely to occur (Mayer 4). According to Mayer, when individuals are presented with a situation, different opinions would emerge based on how each person perceives and interprets the situation. Human beings have egocentric biases and this would influence the perceptions, feelings and actions due to the fact that each individual would interpret the situation in a manner that favors his/her position. Due to these biases, conflict occurs; and, the greater the bias, the greater the conflict. Conflict, in itself, is not a bad thing; but, the manner in which it’s resolved can either be destructive or productive. Described herein is a dispute I encountered in the workplace, my reactions, and how it could have been solved more productively.
In my workplace, the remuneration was not sufficient. Besides, the employer failed to honor our initial agreement of salary increase based on my performance. He would always oppose my decisions even when I acted in the best interest of the organization. I did my best in terms of performance, but all was in vain. I felt so much offended since my efforts were not being recognized -let alone being appreciated - and when I asked, I would always receive dismissal threats. The work conditions, on the other hand, were offensive and the employer would do nothing to improve them. Knowing that I lacked job security, I was committed to seek justice. I wanted to discuss the matter with the boss but he would not give me an audience. The last option was to file a case at the industrial court, which I did. After a series of hearings in which I invested both time and money, I got compensation in form of salary increase and the work conditions were slightly improved. However, our relationship worsened. My hopes for promotion were thwarted and my productivity went below expectation due to higher absenteeism rates, lower performance, lack of morale, and inefficiency. I even contemplated quitting.
The manner in which the above conflict was resolved, I believe, was not productive. More productive approaches would have been used to settle the dispute. The best approach would have been negotiation through effective communication. Mayer defines negotiation as the process through which disputants work out concerns themselves (Mayer 46). He stresses the importance of good communication in the negotiation process as it enables every person to be genuinely heard and allows the disputants to express their views in a constructive and effective manner (Mayer 119-120). If the boss would have given me the audience, we would have arrived at an amicable solution and would have not wasted resources (both time and money) in finding the solution elsewhere. Both the manager and I would have identified each other’s mistakes and prioritized on the needs and interests of each other through constructive bargaining and neutralization of the inflammatory attitudes. In addition, we would have established common goals, eliminated the unrealistic expectations and arrived at mutually acceptable resolution; what Mayer calls reframing (Mayer 132-139). According to Mayer’s definition, employing negotiation as a dispute resolution method would have ensured that both of us accomplish our goals through an agreement with each other instead of trying to get our own needs met.
It’s beyond any reasonable doubt that the method of dispute resolution has great impacts on the outcomes. Our dispute was resolved by the court, but the impacts on both parties were worse. If negotiation were embraced, successful relationship would have been built, communication, mutual education, and mutual problem-solving enhanced, and principle-based, interest-based, creative, and genuine partnership cultivated among us (Mayer 151-152). In addition, forgiveness and apology would have been embraced to create emotional resolution.
Work Cited
Mayer, Bernard. The Dynamics of Conflict Resolution: A Practitioner’s Guide.
