IT Systems Theories: Conflict Resolution in the Workplace

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Table of Contents

Introduction
The problem
The organizational structure
The IT system
Conclusion
Reference

Introduction

Research is generally prepared to discover a resolution to the prevailing problem. The methodology to perform the study varies from one situation of the problem to another. Research technique and research design are important to identify for one to get an appropriate solution. The solution of a problem can be verified by repeating research as many times as possible. This paper will argue the study problem, a set of examination inquiries, targeted organizations, anticipated literature assessment, and assumptions.

The goal of workplace conflict study is to determine the reasons or main causes for the conflict that arises within the corporation. Disagreement is common in the workplace or anywhere there are two or more people. The most vital point is to settle the dispute for the workplace to run effectively or conveniently. There could be a variety of reasons for the reduced productivity. It is the responsibility of the supervisor to determine the true scope of the problem within the business organization. The scheme will assist to examine the issue, areas consequential in the problem like the structural organization, the vertical procedures, the horizontal progressions, the education methods, and the IT structures.

The problem

Worksite discrepancy arises in all organizations worldwide, whether they are small or large. It is critical to investigate the cause of the conflict. If the explanation recognized is invalid, then resolving the dispute will be inefficient because the actual crisis will predominate associated with decreased profitability. The managerial aspects are those essential for the study of management and leadership. The administration is all about directing employees in the right direction (Rivière, 2020). If the members of the company have squabbles, it is the leader’s responsibility to ensure that the individuals are directed in the appropriate path where they will not have any sort of confrontation. Leaders should design a policy or a dispute settlement structure to discuss and resolve a dispute in the best interests of all parties. There are simplified procedures for grievance handling processes that present proper steps to be followed for all types of issues.

As soon as a crisis strikes, it really should be brought to the attention of the top executive, who would rather attempt to fix it in the best interests of all groups. If the immediate precautions cannot be determined, they should be communicated to the head of the department, who will reassess the issue and also the remedy proposed by the senior executive. Before providing a solution, the department head should consult with all parties involved. The proposal of the department’s head will be the ultimate verdict for everybody and it should be followed by all concerned parties. If the ruling is not supported by either of the stakeholders, it must be brought to the attention of top leadership. The final choice of the top leadership is absolute; everyone who does not follow it will face severe consequences.

Conflict resolution is the process whereby at least two groups involved in a disagreement reach an agreement to resolve it. Leaders must have a variety of skills to effectively settle work-related problems (Iacobucci, 2021). Disparities and differences of assumptions exist in every organization, and if not managed properly, they can grow into an interpersonal disagreement. This has an impact on those around and has the potential to rapidly adjust the surrounding for all involved. Various leaders can sometimes feel as if they are treading gently in the presence of the two parties. While conflict is an inevitable part of any social or intellectually rigorous setting, the assessment of controversy is how it is handled. Obscured, mitigated, or usually neglected, the fights will most likely be disharmony, causing hatred, resignation, or disunity within an institution. Unless professionals value their corporation and its nurturing environment, individuals should try to help resolve the situation whenever possible.

Establishing successful conflict objectives ranges of competence is a vital factor in fostering a cost-effective course of action. Unsettled disagreement regularly leads to frustration, the distress of comprehension, and the creation of considerations and commitment. Excellent dispute aims capabilities rise to great staff maintenance, perhaps most notably for founders. Innovators who do not even manage diversity will eventually see their tremendous potential leave the gateway in search of a far more beneficial and safe workforce. A situation that is creating disagreement for employees does not easily affect them.

The organizational structure

Premier America Financial Institution has an organizational structure, which implies that every worker reports to another in the firm. The setup is composed of various units that devolve into the primitive level of workers’ level jobs, who are typically located beneath of the structure (Nene & Pillay, 2019). The advantage of this style is that there are numerous chances of advancement, which inspires workers to work to the best of their competence. On the other hand, there is a risk of contenders around agencies escalating since each organization takes action for the sake of its financial advantage instead of the betterment of the company overall. This poses a major challenge for management in the process of aligning various departments’ preferences with the interests of the company. Though this structure of an organization is appropriate depending on the dispute, it is preferable to determine the appropriateness of each unit and ensure that they are correctly set with the organization’s objectives. There should not be any discrepancy of responsibilities leading to quarrels. The director should be attentive and comprehend if the objectives are met promptly.

The vertical process within an organizational structure

Customers reaching the institution for funds are part of the organization’s vertical method. The client provides a monetary statement demonstrating their financial status. The transactions are then carefully examined by the organization’s expert. The balance affirmed is conveyed to the customer concerning the statement provided. Once the client is satisfied with the approved amount, an agreement is executed between the entire organization and the vendor that specifically indicates the monetary support to the client and the payment contract terms. According to the workload, one of the experts might overprice the accounting information, whereas the other assessor may devalue the declaration (Gingerich & Yeates, 2019). This presents a problem since the aim of overrating the declaration is to get the most business, whereas the intention of cheapening the declaration is to decrease the potential of monetary loss to the company. To find a better solution, the top executive should closely review the corporate expert’s evaluation and correct it in aspects of the appraised value.

Scheme

The IT system

IT systems are structured hierarchical programs that are designed to obtain processes, focus on saving, and disperse information as needed. It allows employees within an organization to access information as needed. It aids in transactions, monitoring, and information processing. The inventory management system is an instrument that lets an agency’s vertical mechanism. It is a comprehensive database that provides information about the organization’s employees, customers, and operations. The Erp software assists the company to keep track of the latest funding provided to the client and the payment obtained on a constant schedule (Kolezakis, 2020). The algorithm computes the monthly instalment appropriately, taking into account both the financial stake and the principal. The structure has been demonstrated to be effective to the institution because there is no need to keep paper records. Since the system does the majority of the work, this aids in the lessening of disagreement. In this scenario, the only necessity is correct ERP system recognition.

The only areas that require an evaluation are the workers’ knowledge. Participants using the scheme should be ready to access correct information to make accurate contemplations. Any single facet that is entered inaccurately will cause uncertainty and ambiguity. This requires effective employee skills to ensure that nothing goes wrong at any moment. Regardless of whether accomplished by junior or high-ranking analysts, the prediction ought to be valid.

Conclusion

Overall, conflicts cannot be avoided in the workplace, but appropriate action to improve them can be taken. According to the study, the disagreement emerges as a consequence of an inappropriate evaluation of the clients’ accounting transactions. It is vital to know methods that indicate an extensive analysis, including the use of software applications that determine the value depending on the info fed into the system. The project manager should ensure that all workers are informed of how to use the model. The paper focuses on the problem that exists within an organization, the organizational design, the vertical procedure, and the information technology system.

Reference

Gingerich, A., & Yeates, P. (2019). The mental workload of researching assessor cognition. Perspectives on Medical Education, 8(6), 315-316.

Kolezakis, E. (2020). An ERP Implementation method: Studying a pharmaceutical company.American Journal of Software Engineering And Applications, 9(1), 19-35.

Iacobucci, G. (2021). All intensive care patients must have access to community rehabilitation, leaders urge. BMJ, 10-37.

Nene, S., & Pillay, A. (2019). An investigation of the impact of organizational structure on organizational performance.Financial Risk and Management Reviews, 5(1), 10-24.

Rivière, A. (2020). “Directing the upcoming generation’s mind in the right direction”: Enslaved children in the French emancipation project in Martinique, 1835-1848.Histoire Sociale Social History, 53(107), 91-112.

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