Benefits And Limitations Of Conflict Prevention In Relation To Income Inequality

Benefits of conflict prevention in relation to income inequality

Introduction

Conflict should be eliminated within an organization to make sure that workforces may contribute their best efforts for maximizing their productivity. Workplace conflicts are common as there are few offices in which all workforces get along. Due to this, conflict prevention is a significant component of the workplace. The manager should have the skill to resolve the conflict in the workplace. This strategy will aid to keep the healthy work atmospheres. Conflict resolution requires particular leadership skills, decision-making skills, and problem-solving skills. There are different reasons for occurring conflict in the workplace such as income inequality, age and gender discrimination and lack of communication (Bratton, and Gold, 2017). This essay demonstrates the benefits and limitation of conflict prevention strategy regarding income inequality case study. 

Benefits and limitations of conflict prevention in relation to income inequality

Benefits of conflict prevention in relation to income inequality

The organizational conflict could be favorable or unfavorable. The positive conflict could be advantageous for the company while negative conflict can damage the performance of the organization and destroy the morale of employees. The differences amid these two types of conflict can be created due to different sources that could be expressed. Income inequality is one of the key factors of conflict in the workplace. Income inequality is the unequal distribution of individual or household income across the different participants at the workplace. It is demonstrated as the percentage of income associated with the percentage of the population (Cascio, 2018).

The main reason for inequality is workplace diversity. From the case study, it is observed that there are different consequences of income inequality conflict prevention such as effective communication and collaboration, supplier relationship, labor right in the supply chain, end to end reduction of waste, availability, and range, product quality, environmentally responsible sourcing and energy and emissions (Kluegel, and Smith, 2017). 

There is certain conflict prevention for income inequality such as payment of bonus, the ceiling on land holding, self-employment projects, and transfer payments. Initially, the payment of bonus should be made compulsory in every industry. Furthermore, the ceiling on landholding should be imposed in the rural sector. Each household should be permitted to hold a specific amount of land.     Any surplus amount can be taken over through government and redistributed between the landless employees and marginal farmers. In addition, self-employment projects should be used by the company as prevention of income equality conflict. In this way, there are different self-employment projects that have been taken both urban and rural areas in order to solve the growing unemployment issue (Tool, 2017).

Limitations of conflict resolution in relation to income inequality

Different type of transfer payment should be provided to avoid the income inequality from the organization. Rivalry for talent generates discrimination in salary. There is high rivalry among employees hence company provides higher income as per the talent in order to increase the productivity.  High bonuses and another incentive program should be transparent to avoid the income inequality conflict in the workplace. Family and social interaction may impact on the potential earning. Social and emotional competency could be beneficial to lead quality lives and decline economy stress with a high amount of low-income families (Rummel, 2017).

The key benefits of using prevention of income equality are to bring inside the atmosphere in terms of sense of commitment. This strategy enhances the sense of commitment between team members and workforces. But, employees should ensure that everyone has the possibility to express themselves and identify what is on their mind. In addition, an opinion cannot be always positive. It is significant for the company to aware the team members regarding what’s going on. Conflict prevention regarding income inequality is a significant part of work culture as it can develop the mind of employees in several manners (Amartya, 2017). 

The company should clarify all queries and doubts in order to prevent the conflict of income inequality. In a business environment, where opinions and ideas are not alike, the chances of conflicts could be increased along with, it cannot be stopped. The company should meet the need of employees and solve their query as employees will learn how to respect and understand to another team member (Serneels, and Verpoorten, 2015). 

One of the key advantages of conflict prevention regarding income inequality is that it aids to decline the stress and anxiety from workforces. The organization should decline income inequality as it would be beneficial to decline the arguments in the workplace. The company should talk with employees regarding their problems and give feedback about what they feel when they are around someone as it would be advantageous to remove stress among employees. The company should build the favorable and calm atmosphere in the future as it would be beneficial to resolve the conflict regarding income inequality. Thus, employees will be competent to work in a better way after resolving the conflict of income inequality. Income inequality conflicts prevention strategies are beneficial to decline the physical violence in the workplace (Wallensteen, 2015).

It is stated that conflict prevention strategy regarding income inequality may increase the productivity vastly. The key benefit of conflict resolution is people belonging to income fairness group will naturally learn how to be more productive at the workplace. The company should immediate action regarding dealing with income inequality conflict rather than spending a lot of time in identifying the issues. It would aid the team members to increase their productivity and stay encouraged and motivated (Singer, 2018). 

Conclusion

Conflict prevention strategy regarding income inequality permits the modification at a faster level. It also provides more chances to make changes in the workplace. If the company will ignore the issue of income inequality then it could not succeed to make changes in the workplace. It will also lead to enhancing the growth and provides the chances of improvement within the organization. The company should co-operate with the team member when they perceive the income differences in the workplace.  It would be effective to make improvement in performance of the business. It should keep the status quo and path of little resistance as it would be beneficial to create fair image among employees (Fisher, 2016).

Conflict prevention regarding income inequality is beneficial to lead the employees in order to develop new ideas in the business process. The company should decline the disagreement in the workplace as it would be effective to enhance employee’s morale. It would be also beneficial to improve the profitability of an organization (Autesserre, 2014).      

Income inequality conflict prevention is beneficial to provide the opportunity to see things in a newer way. It will also provide the chances for employees to assess different perspectives and learn more to deal with the new situation. The company should take the opinion of employees to decline the ashes and procedure to solve the conflicts in a creative way as it would be beneficial to satisfy the employees at the workplace (Nelson, 2017).

It is evaluated that business can enhance the relationship between people. Working with problem and disagreement can create complexity among people. In this way, employee’s respect and understanding for each other can prevent the income inequality conflict during this time. People should be aware of each other in a team so as it would be beneficial to decline the chances of conflicts at the workplace (Chou, et. al., 2016).

Conflict prevention regarding income inequality can bring up the complex issue to surface. The company should give instruction to their employee for not sharing the income information to their colleagues as it would be beneficial to create a team at the workplace. When employees discuss income inequality situation with their team members then it will create a negative reaction among employees. Therefore, the company should use conflict prevention strategy to develop positive atmosphere (Gounaris, et. al., 2016).  

It is evaluated that conflict prevention strategy regarding income inequality may lead the positive outcome at the workplace. It is also stated that company may decline the conflict from the workplace by using effective strategy. Better working relationships with enhancing skill are a key benefit that can decline the conflict in the workplace. It may also lead to improving the performance and innovation within an organization (van Campen, et. al., 2017).

Income equality is significant for an organization to build the team structure. Member of the team can easily cooperate when they get similar compensation as peers. Consequently, as a leader in a market-based pay plan, if the company will hear an individual say something like “you get more from me then, the company should immediately resolve the conflict that both get equal income as per their skills and knowledge.  Equitable income protects against the natural barriers that can hinder cohesiveness in a team (Moed, et. al., 2015).  

The primary benefit of conflict prevention strategies regarding income instability could be decline by using the transparent incentive policies at the working place. If an individual do hard work at the working place and as a concern receives a higher compensation then it could directly positively impact on company success. It is also analyzed that organization could promise to their employee to pay higher compensation for increasing the effort of the employee towards their work (Porat, Halperin, and Tamir, 2016).  

The promise of a higher wage is essential to encourage extra effort. In addition, it is also analyzed that higher compensation could boost the productivity of employees as well as the organization. Another benefit of a prevention strategy for income inequality could encourage the workforces to enhance their efforts in completing the task of organization. Through this strategy, the organization could be capable of attar the employee and influence them for work effectively at the working place (Durant, and Fiorino, 2017).

The organizational culture could be an imperative strategic component for declining the conflicts of income inequality. If an organization wants to maintain fair culture then they could make a strong internal equity. For illustration, if a workforce looks at others in the same occupation and gets equal compensation, they will feel company and their leader are fair. The fair behavior could lead to obtaining higher productivity at the working place. It could also be an effective method to decline the income inequality from the working place (Mischel, DeSmet, and Kross, 2014).  

In addition, it is also found that conflict prevention strategy of income stability could support to decline the discrimination from the working place. This approach could support to attract talented employees and decline the internal inequity in the working place effectively. The income inequity strategy would facilitate the organization to offer the wages and compensation as per the skills and efforts of the employees. It could lead to enhance the satisfaction level of the employee towards the income and eliminate the possibilities of inequality. It could also support the organization to obtain higher competitive benefits in the least time and cost (d’Estrée, and Parsons, 2018).  

There are many benefits of the good conflict resolution like make a stronger relation, problem-solving, Reduced Tension, enchased understanding, healthy atmosphere, and teamwork. Poorly management of conflict frequently create friction between included workforces, probably harming the working relationship. The employees could make strong relationship with the team member by professionally resolve the conflict issues. The organization could train their employees to deal with conflict as it could make enable them to work together and attain the specified goal. Instead of ignoring, fighting, and insulting each other, the employee learns how to effectively collaborate, that can help to make their relationship and obtain a reliable outcome. In addition, it is also analyzed that the goof conflict resolution skills enable the workforces to resolve their issues quickly. It permits to enhance the flow of activity to continue in the working place deprived of distractions caused by a conflict that goes unclear (Moed, et. al., 2015). 

Employees who know how to handle conflict are also less likely to run to the manager to solve every disagreement that arises related to work. All employees, including the manager, are able to work more efficiently due to the problem-solving skills. The conflict could create stress between workforces if they do not have an idea about dealing with the situation. It is also analyzed that if both parties believed that they are right and refuse to understand or listen to one another then it could create the complexity at the working place to attain any specified goal. Stress caused by unresolved conflict could decline the moral of employees for accomplishing the specified task (Porat, Halperin, and Tamir, 2016).

By training your employees how to handle conflict on their own, the overall tension decreases for a better working environment. In addition, it is also analyzed that skills of conflict resolution could permit the employees to move beyond their personal emotions for making an objective decision. By understood such skills at the working place, employee encourage an understanding situation that will be occurred in the organization. Workforces learn ways by which they will interact with their colleagues and attain their specified task. It could support to make an effective relationship with each other and get a reliable result. In addition, it is also analyzed that good conflict resolution skills could encourage to make healthy argument and debate at the working place. In addition, it is also found that conflict management skills could support to deal with the competition level and obtain a positive outcome. It could also support to enhance the culture of the team and enables the team member to learn more (Durant, and Fiorino, 2017).

 In this, employees also understand the ways to deal with conflict situation in a professional way without having to chuck any insults. The good conflict resolution could also raise the subjects and let consumer to talk about it. There are lots of ideas that required times to mature. With respect to the competition, friendly competition could support to enhance the motivation level of employees as it could lead to obtaining higher productivity. Moreover, it could enable each team member to work together work attainment of any specified goal (Mischel, DeSmet, and Kross, 2014).

With organization conflict, team leader could expect to their team to attain their goal in targeted tome and cost. If staff members are putting up with arguments and disagreements in the working place then they could be automatically capable to perform towards the objectives that should be reached. It could mostly happen in case of goal-based projects. Consequently, team members could be capable to deal with diverse culture and able to manage different kinds of challenges (Mercer, et. al., 2016).     

Limitations of conflict prevention in relation to income inequality

Conflict in the organization is unavoidable, mainly in the obligatory atmosphere in which goal is tight and there is need to produce higher benefits. Companies may try to create peace and harmonious working culture by using many conflict resolution tools and methods. Besides this, if selected conflict technique does not match with the specified personality employee then the conflict determination could do more harm as compared to good (Mercer, et. al., 2016).

Another disadvantage of conflict resolution is that it could directly decline the growth of organization for long-term. In some situation, companies try to resolve conflict issues among employees as it can escalate it. The conflict can occur if an individual is working in the group and has different opinion and views towards any specific concern. If team member stuck in any misconduct then they become defensive and try to protect themselves instead of annoying to resolve the conflict issue in the way that fulfills requirements of everyone. Moreover, it is also analyzed that such kinds of the situation only increase the conflict (Barsky, 2014).

Furthermore, it is also evaluated that listening tension could prevent workforces from working effectively together in long-term that could hinder the productivity of the organization. Moreover, it is also found that conflict resolution means one person win to work in their personal way and another person feels defeated. In addition, it is also analyzed that loser may make negative image towards the winner individuals. Consequently, it could decline the productivity of organization (Burgos-Cienfuegos, et. al., 2015).   

The workforces might be forced to disclose confidential data that they did not want to make public. If the data is practiced to offer an unfavorable fairness to workforces then employees might feel that they are manipulated by the organization as it would decline the trust of workforce towards their mentors of the organization. The purpose of conflict could only be temporary, and the atmosphere could arise again in the upcoming period. It can occur with the cooperation tool in which each party get receives value. The issue with the negotiation is that nobody could be satisfied with the outcome, as they possibly could not enhance what they actually wanted (Kelman, 2016). 

Conclusion    

From the above discussion, it can be concluded that there are different benefits of using conflict resolution strategy in relation to income inequality. These benefits are increasing productivity, team building, and positive atmosphere and create transparency in a business environment. It can also be summarized that the conflict could occur at the time of many individuals working together to accomplish the same goal. It can also be summarized that organization could use many conflict prevention strategies to eliminate the income inequality from the organization. The fair behaviors of employees towards their income lead to enhance the trust between employees. It could be effective to obtain positive responses at least time and cost. It can also be concluded that lack of conflict resolution skills towards income inequality could decline the productivity of the organization by increasing employee’s turnover. It can also be summarized that good conflict resolution could lead to making higher competitive benefits by retaining the employees for long-term.