Management - Conflict Resolution Assignment Example | Topics and Well Written Essays - 1000 words

Management - Conflict resolve - Assignment ExampleMore employees were hired in the weeks and months that followed. The basic salary that all floor employees make was $7 hour. At the time the federal minimum was $5.85 an hour. The community offered the employees through a verbal whirl a $5 mathematical product bonus per hour if the employees production exceeded a specified quota. The production inducing the political party offered led to a major conflict among the administration of the company and the employees due to the feature that the company failed to pay the production incentive it promised. The conflict escalated as time passed on. The employees of the company became extremely agitate at the company because they felt the firm lied and stole from them. They were offered a financial incentive that increase the productivity of the company, but the company did not honor the verbal agreement. The morale of the employees became completely deteriorated as a direct consequence of the conflict. Other negative aspects of the conflict included a break drink of communications between the employees and the administration, demise in the productivity of the company, and a lack of trust in the managerial staff of the firm. Things started to vanquish at this firm instead of better as the conflict continued. The company began to implement other shameful craunch practices such as missing hours growed from the employee checks, late payment of payroll, and bounced checks. Sometimes the employees had to wait two to ternary weeks subsequently the payroll was due to get paid. As things got worse the employees began to rely on each to a greater extent for financial and emotional support. On many instances the workers helped each other out by giving rides to work to employees that ran out of gasoline money due to the delays in payment. The employees also united their efforts to find a solution to the problem. The labor movement led to the formation of an employee u nion. I was right in the middle of things when the union was formed. I joined the union because I thought that this was the best way to take a collective infrastructure against the oppressor. My employer was wrong because its actions violated U.S. labor laws. People that work are entitled to a monetary requital to be paid on time every payment cycle. After the union was formed the chair of the union requested a meeting with the general manager in order to find a peaceful resolution to the labor conflict. The manager denied the meeting and the employees decided to go on strike. The history of U.S. labor strikes dates back to the 19th century (Washington, 2012). In search of greater protection the unionization of employees increased after the Great Depression. The strike led to a labor stoppage that lasted three weeks. The administration finally gave in and decided to have a meeting with the union leaders to resolve the conflict. After this meeting the company decided to honor the previously negotiated incentive of $5 an hour for employees that exceed a specified production quota. Ironically this negotiation did not lead to the greatest result in the long run since the company lost the faith of its top corporate clients. The firm lost some of its biggest clients and was forced to close down operation less than three months after the labor strike ended. Upon reflection of the conflict I confront at my former employer I would have handled the situation much differently. I was part of the founding aggroup of this company. The labor conflict