Functional and Dysfunctional Conflicts
Our Family has owned a Lechon Hauz called Peter’s Lechon Hauz. My father spent enormous amounts of energy cultivating a relationship with a local barangay regarding an available plot of land. Papa would like to purchase the property to build a section for sale. He has developed an excellent relationship with the barangay officials and community members.
An issue has developed over the planned usage of the land, though. The landowner will sell the property to my father but feels that section Hauz would be wrong but not that bad because it is easy to access for the overall community. They’re concerned with the additional cost and burden of businesses that the election Hauz would bring into the city. My father understands the community’s concern and wants a win-win situation to occur. He feels that this issue will be a functional conflict because the disagreement will bring a positive result to both parties. Positive effects of functional strife include (1) Awareness of both sides of the issues. (2) Improvement of working conditions due to accomplishing solutions together. (3) Solving problems together to improve overall morale. (4) Making innovations and developments within an organization and (5) Profits to get.
In the father’s case, constructive criticism and discussion resulted in a compromise and a solution between the parties. Father understood the other businesses concern but needed to find something to build that would bring revenue to our business. Through their joint meetings, the end solution was for election Hauz to construct a reasonable profit.
Sometimes, conflict can be a very negative experience for companies. My father’s colleague, Fernando, is also a business partner. He also has a significant dispute regarding a construction project. He is looking to build a piggery in an east side of the Barangay. The barangay is vehemently against having an enclosure, and the discussions have been heated in conflict. This is a win-lose situation or a dysfunctional conflict. Most dysfunctional conflicts are unhealthy and stem from emotional or behavioral origins.
Supervisor‘s Unique Leadership Role
I would like to start this self-evaluation by first giving a simple definition of supervision. I found two explanations that I feel describe guidance in a way that helps me to keep some crucial goals in mind. First, according to Brashears (1995) supervision is an opportunity for the supervisor to use this unique relationship as a process to enable other social workers to practice to the best of their abilities. The second definition I found was from Tsui (2005). Which states that supervision is used to ensure clients receive maximum services, limit inappropriate staff responses to clients, enables workers to deliver more effective care, address concerns, receive feedback, maintain standards, review interventions, provide critical analysis, and maintain standards of professional performance. Using these two definitions as a foundation of self-analysis. I will now look more deeply into the type of supervisor I would like to be. Coach. A good supervisor places a high priority on coaching employees. Good coaching involves working with employees to establish suitable goals, action plans, and timelines. Mentor.
Usually, the supervisor understands the organization and the employee’s profession better than the employee. Consequently, the supervisor is in a unique position to give ongoing advice to the employee about job and career. Advocate for Organization. Often, the supervisor is the first person to tell employees about new policies and programs from management. It’s not uncommon that employees are confused or frustrated by these latest actions, and need further clarification and support from supervisors. Advocate for Employee. The supervisor is often responsible for representing the employee’s requests and to management, along with also serving the employee’s case for deserving a reward. For example, if an employee earns a promotion, the supervisor often must justify the claim for development to the supervisor’s supervisor, as well.
A good supervisor will inspire, challenge, and motivate their employees. Also, a supervisor can stay focused and can to see the big picture. However, one could argue that the best quality that a good supervisor must possess is the skill to recognize the potential in others. Nevertheless, the most critical skill a supervisor must possess is the ability to help those around realizes their potential.
Being a supervisor is more than having the right qualities and skills. It is about learning how to play the supervisor game. As much as one would hate to admit it, in the business world, it is about who you know and how well one interacts with those around. When an employee moves into the supervisory role, the bonus is when that employee understands how the rules of the game and has the necessary quality to inspire, challenge and motivate their employees. Usually, when an employee gets promoted from within its own company, it does drive and empower the rest of the employees to aspire to become leaders. So, when the new supervisor has the supervisory skills and qualities, it is the company that wins.
In an office with several Assistant Claims Managers, proving the latter is not a difficult task. This does not imply that an excellent supervisor has to be a dictator, but merely that they must learn to direct their employees by learning to comprise and reach an understanding with their employees.
To empower and coach, their employees a supervisor must be able to continually raise the standards and push the limits of the employees. Employees are always capable of more than what they think, but they will never achieve what they are capable of unless they are pushed, inspired, or challenged.