Workplace conflict and DEI.edited

University of Notre Dame **We aren't endorsed by this school
Nov 5, 2023
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1 Workplace Conflicts and DEI Student name Institution Instructor name Course name Date due
2 Workplace Conflicts and DEI The use of social media has become an integral part of professional and personal lives, changing how people interact with others and information (Chen et al., 2021). Social media sites like WeChat, WhatsApp, Facebook, and LinkedIn are now embedded into organizational operations, which has changed employee collaboration and communication. The human- computer interaction (HCI) environment requires leaders to develop leadership skills and styles for effective management. However, it is worth noting that human interactions, whether virtual or physical, can lead to conflicts due to differences in methods of executing work functions and opinions or complex working relationships. As such, substantive research is needed to utilize processes and tools that can support conflict resolution in the workplace. The paper will describe how organizations can use diversity, equity, and inclusion (DEI) to resolve existing workplace conflicts and the leadership styles effective when working through workplace conflicts. The writing will also answer the question of how organizational leadership can use DEI to help prevent conflicts, as well as how teams and leaders can utilize technology to resolve conflicts in organizations effectively. How Diversity, Equity, and Inclusion (DEI) Can Be Used to Resolve Existing Workplace Conflict Organizations have used diversity, equity and inclusion (DEI) to establish their cultures that all employees should adhere to. When there are workplace conflicts, the creation of this culture ensures that each employee understands the diverse nature of the workplace (Lee et al., 2022). As a result, workers will embrace each other and their varying opinions to resolve a conflict. When employees are aware of the company culture and understand the destructive nature of conflicts, they are likely to resolve any existing issues among themselves. For example,
3 when I joined SIGA Technologies as an employee, the organization was undergoing workplace conflicts that seemed unresolvable. However, the managers reminded the workers of the importance of diversity, equity, and inclusivity when making decisions. As a result, the employees could accommodate the views of the recruits and junior workers, which reduced disagreements in most departments. DEI fosters employee relations (Creary et al., 2021). To solve existing conflicts, managers can offer training on DEI and how workers can use these three aspects to manage teams effectively. The training can even reduce existing disagreements before they escalate when the human resource and employee relations groups support the implementation of these elements. Through DEI, communication between employees is also enhanced since they will be based on active listening, empathy, acceptance, and mutual respect. Such communication is needed to resolve existing conflicts or prevent recurring issues among workers. It is also worth noting that employee relations and healthy, diverse cultures in the workplace are linked together. When the principles of equity, diversity, and inclusion have been implemented in an organization, they will likely alter formerly hostile relations between workers. As such, existing conflicts will be resolved. This is because DEI accepts workers for their unique nature and abilities and hence does not tolerate unhealthy relations in the workplace. For example, I have previously worked in a workplace comprising employees worldwide, including the Middle East and Asia. The workplace helped employees understand the differences between cultures, which led to mutual respect, acceptance, and positive workplace relations, hence resolving conflicts caused by these factors. Leadership Styles Effective When Working Through Workplace Conflict
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