ADM 620 Topic 7 DQ 2

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Grand Canyon University *

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620

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Management

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Apr 3, 2024

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Uploaded by BrigadierFreedom13974

Porath and Pearson highlight several costs of incivility to an organization, including decreased productivity, increased turnover, and damaged reputation. To effectively manage incivility in an organization, they suggest implementing strategies such as fostering a culture of respect, providing leadership training, and holding individuals accountable for their behavior. However, some of these suggestions may be particularly challenging to implement in a public organization due to bureaucratic structures, political considerations, and differing priorities. One of the most difficult suggestions to implement in a public organization may be holding individuals accountable for their behavior. Public organizations often have complex hierarchies and bureaucratic processes that can make it challenging to address uncivil behavior effectively (Abdollahzadeh et al., 2017). Also, there may be concerns about legal implications and employee rights that must be carefully navigated. Moreover, in a public organization, there may be political considerations at play, making it difficult to take disciplinary action against individuals, especially if they hold influential positions or have strong political connections. Approaches to managing and resolving conflicts in a public organization may involve a combination of formal policies and procedures, as well as informal interventions. Some strategies that may be effective include: 1. Establishing Clear Policies: Public organizations should have clear policies in place that outline expectations for behavior and consequences for incivility. These policies should be communicated to all employees and enforced consistently. 2. Leadership Training: Providing training for leaders on conflict resolution, communication skills, and creating a positive work environment can help prevent conflicts from escalating and promote a culture of respect. 3. Mediation and Conflict Resolution Processes: Implementing formal processes for resolving conflicts, such as mediation or arbitration, can provide a structured framework for addressing issues fairly and impartially. 4. Promoting Open Communication: Encouraging open communication and dialogue among employees can help address underlying issues and prevent conflicts from arising. Creating opportunities for employees to voice their concerns and provide feedback can foster a more inclusive and collaborative work environment. Managing conflict at both the content level and the relational level is essential for maintaining a healthy organizational culture. Conflict at the content level refers to disagreements about tasks, goals, or objectives, while conflict at the relational level involves interpersonal issues and tensions between individuals (Overton & Lowry, 2013). Managing conflict at the content level involves addressing the underlying issues or concerns that are contributing to the conflict. This may involve clarifying expectations, setting clear goals, and finding mutually acceptable solutions to problems. It's essential to focus on the substance of the conflict and work towards finding a resolution that meets the needs of all parties involved. Managing conflict at the

relational level involves addressing the interpersonal dynamics and emotions at play. This may involve promoting empathy, active listening, and constructive communication to build trust and repair damaged relationships. It's important to acknowledge the feelings and perspectives of all individuals involved and work towards rebuilding positive relationships. By addressing conflict at both the content and relational levels, organizations can create a more harmonious and productive work environment where employees feel valued and respected. Effective conflict management is essential for promoting collaboration, creativity, and innovation, ultimately contributing to the organization's overall success. References: Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to prevent workplace incivility?: Nurses’ perspective. Iranian Journal of Nursing and Midwifery Research , 22 (2), 157. https://doi.org/10.4103/1735-9066.205966 Overton, A. R., & Lowry, A. C. (2013). Conflict Management: Difficult Conversations with Difficult People. Clinics in Colon and Rectal Surgery , 26 (04), 259–264. https://doi.org/10.1055/s-0033- 1356728

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