Different Conflicts within Teams in Westin Hotel

Discuss about the Resolution System Of Westin Hotel.

The report helps in analyzing the team conflict resolution system that can be engaged in the respective hotel named Westin. Furthermore, it has been noticed that there are different kinds of conflicts between the different teams while working on the specific task. This is essential in nature for the organization to implement the integrated conflict management system in an effective manner as this will assist them in managing the same appropriately.

There are different individuals in the organization or in a respective team who are challenged with immense kind of pressure on resources or time due to the different unresolved kind of conflicts in the team wherein they perform the tasks. Furthermore, it can be seen that in the hotel business, Westin hotel can face major financial loss due to the low morale of the employees, absenteeism, attrition rate of employees has been high and there are different other reasons as well that causes different pressures on the organization as well as on the team (Chuang, Jackson & Jiang, 2016).

Furthermore, the main motive of the respective restaurant is to upgrade the hotel and turn it into five-star rated hotel. Furthermore, the hotel needs to expand the rooms as this will help them in providing competitive advantage in the entire competitive market. Additionally, the costs are required to be addressed with the conflict that is viable in nature and effective kind of methodology for cutting the different costs is essential in nature as well. It can be seen and noticed that there can be different conflicts or issues between the employees that can affect the performance of the tasks in a negative manner (Demirtas, 2015).

It is essential in nature to address the conflicts in the team and to engage the different team members in performing the different tasks in an effective manner. Furthermore, there are different employees who face different personality challenges and this affects the entire productivity of the organization in a negative manner as well. The conflict management system is strategically customized and tailored to support the different requirements of the organization or team based on the operational premise. A well-designed conflict management system is essential and this consists of the three interrelated kind of components that are essential for the success in an appropriate manner (Collinson & Tourish, 2015).

It is essential in nature for the teams in the organization to manage the conflicts in such a manner that will assist and help them in understanding the grievances. The well-designed conflict management system will help in creating significant impact on successfully and proactively managing the consequences that create negative impact on the team and performance of team and organization as well (Johnston & Marshall, 2016). Lastly, the components are interrelated in nature that will help the management and team to create positive impact on the different employees and improve the quality of the work performed by the different employees as well.

Importance of Implementing Integrated Conflict Management System

The three interrelated components are described as follows:

• Training – That helps in raising the awareness of the conflict that will help in reducing the negative impact of the conflict on workplace (Klenke, 2016)
• Intervention of neutral third party- This helps in providing professional resources early in the cycle of conflict as this will assist in constructively resolving the dispute before it helps in cycling out of the entire control.
• Supportive Infrastructure- The different kind of internal processes and procedures are being developed as to support the ability of the organization to constructively minimize and manage the different kinds of harmful effects or the conflicts that can occur in the team in a negative manner (Collinson & Tourish, 2015).

The roundtable helps in offering the customized along with tailored system of the conflict resolution system will help in supporting the requirements of the company that is based on operational premise. The conflict management or resolution system will help in resolving the different conflicts in an effective manner (Engelen et al., 2015). However, the main objective is to identify the different kinds of the threats and other issues, so that the issues can be resolved in an effective manner and this can help in managing the conflicts that can be raised between the different employees or the team members of a group.

It can be seen that when individuals work in a team, there is conflict and this is one of the natural part while working in teams in Westin Hotel. This has been noticed that the conflict arises due to opposing goals along with values and needs. Furthermore, it has been noticed and analyzed that a great percentage of the conflicts in the workplace or in teams are constructive in nature and this truly depends on the participants how they choose to deal with such situations. Additionally, the outcomes can be both negative or positive in nature and this will help the participants in analyzing the cultural or other differences as well (Gopee & Galloway, 2017).

However, on the other hand, there are different kinds of disputes that takes place due to ignorance, cultural traditions or misplaced aggression. The conflicts of these types can be destructive and disruptive in nature as well. The main operational objective of the component of the training program is to reduce the entire frequency of the disruptive kind of conflict in an effective manner (Bird & Mendenhall, 2016). However, it is not at all the operational objective to eliminate the different kinds of disputes and the main purpose of the CMS training is to provide the different employees proper and accurate kind of self-awareness in dealing with the different conflicts in an effective manner and deal with all situations in an appropriate manner as well.

Proper implementation of the well though training program will help in addressing the different harmful effects of the conflict in workplace or team. Likewise, the self-awareness training is essential and important in nature to make the individuals aware about the consequences of the different kind of conflicts and help them in solving the same in an effective manner as well (Bolden, 2016).

Three Interrelated Components of a Conflict Management System

The respective training for raising the awareness of the conflict assists in increasing the awareness of the different participants in understanding the nature of the conflict and this will assist in reducing the frequency of the negative conflict as well. The individuals need to cope up with the different kinds of conflicts by providing proper and accurate training is required in an effective manner (Bergh et al., 2016). With proper and accurate training program, this will help the employees in gaining more knowledge on dealing with different kind of differences in an effective manner. The employees will be able to learn to distinguish between the various types of conflicts and they can be skilled in managing themselves as to maximize the positive kind of outcomes in an effective manner as well (Birasnav, 2014).

The ability of the individuals in learning principled negotiation skills help in raising the entire probability of both the parties getting and analyzing the situation effectively and this will result in win-win situation. It can be possible that the managers feel that they are not being able to manage the team in an effective manner and this can lead to proper training that is required to be provided to them as to manage the activities and conflicts appropriately (Ingram et al., 2015). The manager training for awareness helps in outlining the dynamics of the conflict and this will provide the managers in utilizing the neutral third-party intervention resources that includes coaching for conflict, conciliation services along with resolution for the conflict in an effective manner.

The well-conceived conflict management system helps in providing conflict cycle as to remove the different barriers while working in team for performing the different tasks in an appropriate manner. The neutral third-party interventions can be applied by the managers for receiving coaching for resolution of the conflict and this will help the team members in managing the different issues effectively as well (D’Innocenzo et al., 2016).

The conflict for coaching will help in working on individualizing the different kinds of interventions as to meet the different specific needs of the employee assistance for seeking. Furthermore, the main objective is to work with the different employees and resolve the disputes between the two parties as well (Gamble & Thompson, 2014).

There are different sessions that are required to be conducted in order to resolve the conflicts in an effective manner. The opponent parties need to prepare themselves in such a manner that this will help the them in managing the conflict with proper utilization of the solutions professionally (Day, Gu & Sammons, 2016). There are specific techniques that can be applied by the resolver as to maximize the potentiality for mutually satisfactory solution. These are the different kinds of solutions that can be put into the respective kind of agreement signed by all the different parties to resolve the dispute in an effective manner.

Roundtable

As the part of the effective and efficient kind of conflict management system or technique, the conciliation is one of the deliberate process that is utilized as to reach the agreements or restore trust or friendship or the goodwill. The trained conciliator will act as to resolve the different kinds of disputes between the two parties and this will help in resolving the conflict face to face and the skilled conciliator help and assist in negotiating the interest-based resolution (Hallinger & Chen, 2015).

The organization or the team can experience the conflicts that may help in deciding to utilizing the external or internal interveners or the combination of the two. There are disadvantages and advantages to both and the advantage of utilizing the internal interveners is regarding their familiarity with the internal dynamics along with culture and personnel. This will help in greatly inhibiting the effective usage of the internal intervener (Donate & de Pablo, 2015).

The proper and accurate infrastructure is essential in nature that has to be adopted by both the opposing parties and this will help the teams in gaining competitive advantage in the economy. The ultimate goal of the teams is to attain the objectives in a positive manner and this will help them in managing the different conflicts in a positive manner. Proper support from the upper management is essential in nature in the team or the organization as to articulate and model the different values effectually and this will help the teams in achieving the goals easily as well (Chuang, Jackson & Jiang, 2016).

Furthermore, the proper conflict competency committee is essential to be formed in the organization as to meet the different objectives within specific deadline. Furthermore, the committee members are required to adopt the strategies that will help in adopting the best kind of activities that will assist in managing the activities positively. The feedback system has to be adopted by the teams in analyzing their mistakes and solve the different kinds of continuous improvements in an effective manner as well.

There are different examples of success stories of various organizations wherein these three components have been used in order to improve the different kinds of conflicts in an effective manner. Furthermore, the different examples include The National Bank of Canada is one such example wherein training has to be received in an appropriate manner that will help in resolving the different conflicts in an effectual manner. Furthermore, The United States Navy is the second example wherein there were different issues among the teams that caused major setback for the entire team. This was one of the examples wherein proper team resolution was required to be adopted by the company in gaining competitive advantage.

Training Program

From the above components that have been discussed, it can be analyzed that there are different kinds of conflicts that can take place in the organization or between the teams. The conflicts are required to be resolved between the teams in such a manner that this will help the team members in gaining competitive advantage over the other team. The teams need and agree to communicate with one another as to cooperate with one another and resolve the same in an appropriate manner as well.

Furthermore, the situation is required to be understood in such a manner that this will assist in clarifying the positions and discuss and solve the grievances accordingly. If there is further any kind of confusion there can be different kind of disadvantages in the performance of the team and this will affect the entire productivity of the organization in a negative manner as well.

Conclusion

Therefore, it can be concluded that there are different kinds of issues and conflicts among the teams while performing tasks. Furthermore, the productivity is the main criteria that will help the teams in managing the workplace conflicts in an effective manner. Furthermore, the communication process has to be adopted in an effective and positive manner that will help and assist in acknowledging the conflict and then this will be managed and resolved in an effective manner as well.

Furthermore, the collaboration and compromising strategies is required to be adopted by the teams in order to reduce the conflict between the teams in an appropriate manner. The conflicts between the opponent teams can cause huge pressure on both the teams as to manage the issues efficiently, however, the different kinds of strategies have been adopted by the company in ending the conflict and retribution. Lastly, it has been noticed in the teams that there are various differences as both the teams want to perform well as this will assist in gaining more competitive advantage over the other.

References

Bergh, D.D., Aguinis, H., Heavey, C., Ketchen, D.J., Boyd, B.K., Su, P., Lau, C.L. & Joo, H., 2016. Using meta?analytic structural equation modeling to advance strategic management research: Guidelines & an empirical illustration via the strategic leadership?performance relationship. Strategic Management Journal, 37(3), pp.477-497.

Birasnav, M., 2014. Knowledge management & organizational performance in the service industry: The role of transformational leadership beyond the effects of transactional leadership. Journal of Business Research, 67(8), pp.1622-1629.

Bird, A. & Mendenhall, M.E., 2016. From cross-cultural management to global leadership: Evolution & adaptation. Journal of World Business, 51(1), pp.115-126.

Bolden, R., 2016. Leadership, management & organisational development. In Gower h&book of leadership & management development (pp. 143-158). Routledge.

Chuang, C.H., Jackson, S.E. & Jiang, Y., 2016. Can knowledge-intensive teamwork be managed? Examining the roles of HRM systems, leadership, & tacit knowledge. Journal of management, 42(2), pp.524-554.

Collinson, D. & Tourish, D., 2015. Teaching leadership critically: New directions for leadership pedagogy. Academy of Management Learning & Education, 14(4), pp.576-594.

D’Innocenzo, L., Mathieu, J.E. & Kukenberger, M.R., 2016. A meta-analysis of different forms of shared leadership–team performance relations. Journal of Management, 42(7), pp.1964-1991.

Day, C., Gu, Q. & Sammons, P., 2016. The impact of leadership on student outcomes: How successful school leaders use transformational & instructional strategies to make a difference. Educational Administration Quarterly, 52(2), pp.221-258.

Demirtas, O., 2015. Ethical leadership influence at organizations: Evidence from the field. Journal of Business Ethics, 126(2), pp.273-284.

Donate, M.J. & de Pablo, J.D.S., 2015. The role of knowledge-oriented leadership in knowledge management practices & innovation. Journal of Business Research, 68(2), pp.360-370.

Engelen, A., Gupta, V., Strenger, L. & Brettel, M., 2015. Entrepreneurial orientation, firm performance, & the moderating role of transformational leadership behaviors. Journal of Management, 41(4), pp.1069-1097.

Gamble, J. & Thompson, A.A., 2014. Essentials of strategic management. Irwin Mcgraw-Hill.

Gopee, N. & Galloway, J., 2017. Leadership & management in healthcare. Sage.

Hallinger, P. & Chen, J., 2015. Review of research on educational leadership & management in Asia: A comparative analysis of research topics & methods, 1995–2012. Educational management administration & leadership, 43(1), pp.5-27.

Hoch, J.E., Bommer, W.H., Dulebohn, J.H. & Wu, D., 2016. Do ethical, authentic, & servant leadership explain variance above & beyond transformational leadership? A meta-analysis. Journal of Management, p.0149206316665461.

Ingram, T.N., LaForge, R.W., Williams, M.R. & Schwepker Jr, C.H., 2015. Sales management: Analysis & decision making. Routledge.

Johnston, M.W. & Marshall, G.W., 2016. Sales force management: Leadership, innovation, technology. Routledge.

Klenke, K., 2016. Qualitative research in the study of leadership. Emerald Group Publishing Limited.