Aim:

Analyze a labor conflict situation, identifying its sources and appropriate resolution method
based on the topics addressed in the block, in order to distinguish its application in a practical
case.

Instructions:

1. Carefully read the “LES Case” document, the file of which is located in the Support Files
folder.
2. Prepare a written document in which you answer the trigger questions, based on what you
have studied and your personal reflection, you must support your answers. This
document basically consists of three parts: introduction, case study and conclusion.
3. In the introduction section, clear and objective arguments must be established that state
the importance and need to study conflict resolution processes.
4. In the case study section you must answer all the trigger questions with arguments duly
supported by the material studied during the block.
5. In the conclusion section you must write how what you learned in this topic could
influence the resolution of conflicts in the company where you worked or currently work.
If you do not meet any of the above characteristics, I ask you to make your conclusion
based on the educational institution where you completed your university studies.
6. The document must not have spelling or editorial errors.
7. It must include a presentation sheet that indicates:
 Student's name
 Name of the Institution
 Name of the subject
 Date of delivery
 Teacher's name
 Times New Roman 12 font is used
 Letter size sheet and 1.5 line spacing

Content
Introduction.................................................................................................................................................2
Development...............................................................................................................................................3
Conclusion...................................................................................................................................................7
Bibliographic references..............................................................................................................................8

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Introduction

Man is a social being par excellence, historically he has had the need to group with his peers for
human survival; Logically, this fact creates constant misunderstandings, discussions and strong
interaction frictions, which in the long run turned into disputes for power in the group;
Subsequently, at different times, controversies have arisen between groups, ethnicities, cultures,
nationalities, social classes and others; All these conflicts, in turn, sought and found some
solution.

However, currently new forms of relationships have emerged, this time between the various
cultures that today are beginning to be direct protagonists of history, therefore, the future of
modern societies requires new approaches to reflection; For this purpose, it will be convenient to
ask if conflict resolution is necessary for good intercultural communication? Hence why the
objective of this essay will be to reflect on the importance of conflict resolution in today's
globalized society.

It can be said that conflict is a universal social phenomenon, as Vinyamata states “conflict is at
the base of life and all human relationships”; However, it is not about fearing conflict, but rather,
it must be considered as an element of progress in social life, since "conflicts are elements that
allow us to move forward, foresee their regenerative function and take advantage" ; although it
can also be noted that conflict can generate “destruction, domination, alienation, frustration, war,
misfortune, pain, suffering, anguish, obfuscation, violence”; But, as everything changes in
society, it is possible for human beings to find a way to overcome various situations, no matter
how adverse they may arise.

Development
 1. Identify the labor conflict at LES, Inc.

There is a conflict of separation of duties, all employees are focused on production and daily
conflicts and on medium and long-term projects and improvements.

There is also a communication problem and a lack of commitment to teamwork.

2. What type of conflict is it?

Conflict focused on an issue is noted, as there are interpersonal conflicts that are substantial or
work-oriented.

Conflicts do not bring benefits to the company, as expected, the organizational climate is
affected and productivity decreases, which is why managers have to put an end to the conflicts
caused within the company and among its employees.

3. Why did the conflict start?

The conflict is due to the rapid growth of the company, the lack of training and the short
seniority of the staff.

4. Why does it continue to happen?

It continues to occur because staff continue to focus on short-term problems and do not plan for
the medium or long term.

5. Why did those attending the meeting see the problems differently?

Each of the managers attending the meeting sees the problem within their work area and not as a
general problem of the plant, there is a lack of focus on the entire process and they only focus on
the part that corresponds to them.

6. Select an appropriate conflict management strategy.

The appropriate strategy for managing this conflict is the compromise strategy to propose an
intermediate solution that involves all participants in the process.
In the commitment strategy, the negotiation is divided into 50% for self-interest and 50% for the
interest of others. The ideal in this negotiation is that both parties win, so interest in others and
self-interest have the same weight in the negotiation.

It is recommended to reduce the differences; seek a middle path with all parties; suggest an
exchange of ideas; maximize profits and minimize losses in order to offer a quick resolution to
the conflict at hand.

7. Identify the method that would be most recommended to resolve the conflict. (Consider
personal preferences and situational factors.) Explain why the method you have identified
for resolving the conflict is appropriate and fruitful.

Following up on the previous answer, the commit method is recommended.

8. Detail the application of the conflict resolution method.

This method is like a scale where an attempt is made to satisfy both parties, obtaining mutual
benefits, although not completely, that is, the benefits are divided to obtain a common gain. The
managers of the organization consider that it is a good method, but its use should not be abused
since it can lead to a routine of confusion when it is distributed equally in good and bad times.
The strategy of this method is win-lose.

9. Establish future recommendations in order to identify the management of a labor conflict.

The future recommendations are the following:

 Create a strong team:

Teamwork depends on how well employees get along, interact with each other, and actively
participate to foster it throughout the company.

 Communicate clear goals and expectations to employees:

Most employees want to be part of an irresistible future, they want to know what is most
important at work and what excellence looks like. For goals to be meaningful and effective in
motivating employees, they must be tied to long-term organizational ambitions.

 Encourage open communication:

You can get a sense of what things are important to employees by using surveys, suggestion
boxes, and team meetings. Keep an open mind and encourage them to express their ideas and
perspectives without criticizing them. This means putting into practice everything you've learned
about listening effectively. Address your concerns the best way you can.

 Culture:

Encourage employees to find a personal fit with the company culture.

 Trust:

Employees have to trust each other as well as their leadership. Employees are constantly
watching leadership to see how their decisions affect the strategic direction of the organization
and whether their behaviors reflect what they say.

 Promote innovation:

Engaged employees are innovative. They are always looking for a better way to do things, do not
discourage them, on the contrary, motivate this attitude to keep happening.

 Provide immediate feedback:

Feedback in two-way communication. It is the opportunity to share and find solutions. Too many
managers think it should be the province of the annual personnel review. It is not like this. It
should be a daily occurrence.

 Collaborate and share in problem solving

When employees have the idea that their manager or leader is the one who has to solve all
problems, it alienates their sense of power, and is ultimately likely to decrease engagement over
time. Encourage team members to take responsibility, and work through problems or issues on
their own or collaboratively.

 Delegate

Delegating is good for leadership as it extends your management span of control. It is good for
your employees, since it is a growth opportunity for them. This shows your trust in them to do
the job correctly and increases ownership of the task.

 Celebrate both financial and non-financial achievements

Employees need to feel validated and that they are a valuable part of the organization.
Leadership needs to show how important employees are and show recognition for their efforts.
“If you want something to grow, pour champagne on it.”

Employees don't leave a company, they leave their manager. If you want to reduce turnover,
improve the number and quality of your managers. Lack of employee work engagement is a real
problem, but effective managers make a difference. Since the main function of managers is to
motivate other people.
Conclusion

The different theoretical positions, it can be indicated that, when analyzing the conflict, it has
been discovered that it does not have a homogeneous character, but rather, there are different
types of conflicts, which respond to various causes. Therefore, the solutions will depend
precisely on addressing these causes; Therefore, for some conflicts, dialogue will be necessary,
including with mediators, towards negotiation and restoration of the established order; On the
other hand, in other conflicts, the solution will inevitably involve action to transform the social
structure.

However, as can be seen, conflict resolution is necessary for good intercultural communication,
especially in today's globalized society; understanding the practice of intercultural
communication, not only negotiation but also social action that basically satisfies the vital needs
of the great majorities.

At the same time, this reflection highlights the emerging need, in today's society, for in-depth
treatment of conflict resolution, to achieve fluid intercultural communication, without pretense
by power interests; If not, increasingly closer to humanizing intercultural communication, in
which the social group has free participation.

Likewise, it has become clear that, although the conflict is universal in nature; For the treatment
of conflict resolution, interpersonal conflicts cannot and should not be confused with social
conflicts, especially in the contemporary relationship between different cultures.

Finally, following the theories of conflict resolution and intercultural communication, it is

necessary to assume an increasingly critical position towards diverse reality, since it is not static,
but has its own dialectical process; In this sense, this essay opens the possibility of scientifically
deepening these issues, without forgetting the existence of private property and the permanent
struggle for power.

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Bibliographic references

Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2006). Organizational behavior.

Mexico City: McGraw Hill Interamericana.

VINYAMATA, Eduard. Conflictology. Ariel. Barcelona, Spain, 2006.