Case Study Techifit

In today’s organizations conflict and power are important elements to the success of any company but can also create negative long term impacts if not addressed. Organizations require enough power within the leaders to get through conflict and enough conflict within individuals to create new innovations. Not all conflict is bad but when there is conflict individuals with power must assist in aligning conflict resolution to assist in understanding for everyone involved in the conflict. The need for successful conflict resolution is vital for employees so that they are capable of moving on and understanding why the conflict was overcome.

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

The potential for conflicts would consist of pointing fingers and judging without investigating. A person might already know who the employee is that started the problem and approach the person, unprofessionally. The process needs to be redefined and no one should be singled out as the culprit. Furthermore, a conflict may ignite if communication is not open. Hence, one person might feel an idea or strategy is not helpful to reach the goal. Although, good teamwork creates a positive environment. If there is a heated disagreement, it can lower the mood, and demotivate the rest of the team. However, according to Cheesebro, (2010) Conflict is healthy in certain situations, because it will bring a team together. Research has shown, employees who feel part of a strong team are happier and more productive. An acronym for team

There are two different types of conflicts that could happen in a work place which would be functional and dysfunctional. A functional conflicts is a healthy, constructive disagreement between a groups or individual. A dysfunctional conflict is an unhealthy disagreement that occurs among an individual or groups of employees. A functional conflict will leave employees on a positive note it would only bring awareness to both sides of the issue, improvement of working conditions due to accomplishing solution together, solving issues together to improve overall morale, and making innovation and improvements with an organization. A functional conflict is something everyone is known as a win-win conflict. A dysfunctional conflict stem from emotions and behavioral origins, will have a negative impact for both parties that are having the conflict and the company. Dysfunctional conflicts are commonly known as win-lose conflict (Lombardo, 2003). It is not good for you to try and avoid a work conflict, it only making problems bigger. Work conflicts often happens from communications errors such as poor information, no information and misinformation. Another reason why a work conflict could happen because of emotions. Work place conflicts could emerge in any number of forms but there are some general variety types of conflicts that are repeated on the basis such as conflicts with the boss, conflicts with peers, and

Techfite has a Clan culture, meaning that its focus is put on it’s employees. Employee satisfaction, fulfillment, and growth are the primary focuses. In a Clan Culture employees form long standing bonds and it can feel like a family environment. At Techfite, the high value is also put on innovation within the company. They aim to embolden their employees by giving them the flexibility to innovate and explore. This amount of leeway employees are given, in combination with the relationships they form with one another, lead to extremely satisfied and loyal employees. However, because the focus is not on the customer, this can lead to lower profits margins and growth rates (Kinicki & Fugate, 2015).

As the expression of employees' dissatisfaction and differences with employers, conflict is regarded as bad and irrational for the organization and should be kept down through some forcible ways. Conflict can arise from employees' misunderstanding of the direction of the organisation or the poor communication between the staff and the management, enabling employees to substitute alternative agendas instead of the organisation's agenda (Bray, Deery, Walsh and Waring, 2005). Moreover, conflicts can arise from the poor management that caused by the management's failure to identify and meet employees' basic needs.

During one of the company’s presentations to the Dellberg city council, commitments were made to sponsor community events, to support local youth leadership development programs, and to invest in infrastructure to aid in the rebuilding of the city of Dellberg utilizing environmentally responsible techniques.

Under Indiana law, can a covenant not to compete be enforced when it restricted the employee from performing activities “substantially similar” to the activities performed for the employer; when the restriction period lasted for two years after termination of employment; when it restricted the employee from competing within Allen county and six adjacent counties; when it restricted the employee from performing activities for current clients of the employer; when it restricted the employee from serving in any position “affiliated with any business engaged in direct competition with the employer”; when it defined “any business engaged in direct competition with the employer” as “providing information technology services or support to individual or business customers”; when the employee had access to the employer’s

128). However, there are loopholes in this justification because if companies make a concerted effort, they can create an environment that has partnership and unification between all members. Companies that uphold divisive policies or actions prevent the company from moving forward.

Conflict is generally considered a typical part of human interactions and is not in itself essentially damaging. Rather, it is how conflict is managed that determines whether or not the outcomes are going to be constructive or damaging (Deutsch, 2006). Thus, conflict management, the method of managing a dispute and associated conflicts, is very important in producing satisfactory or disappointing outcomes. It is therefore vitally important to know your conflict management style, along with its inherent strengths and weaknesses, as a leader of a healthy organization, in order to deal with conflict in a positive manner.

ITT tech institute is facing the chance of getting bankrupt and eventually shut down. ITT didn’t follow ACICS criteria with standards given and mismanaging financial aid dollars that was taken from the government to the students. The federal government will not allow the school to enroll new students that use financial aid. U.S. Secretary of state John B. King Jr. says that it is very important to protect students and taxpayers rather than individual institutes. The school is currently going through investigation on what happened to all of the money they receive is being used wrongfully and not for the purposes it was given to. The school is also getting sued from the Consumer Financial Protection Bureau, and U.S. Securities and Exchange.

Years ago, the final draft of a document went through several stages. The first draft was typed on a type writer, edited for corrections and revisions were made. It took time for the document to be read and reviewed by several persons before all corrections and additions were made. Then, the final copy was re-typed with corrections. Through the use of computers, grammar, spelling, and punctuation can be corrected and changed within the document instantly as the person types. Mailing documents took time as well. Someone had to make a trip to the post office, purchase postage, etc. With the use of virtual meetings, money is saved by eliminating the cost of travel. Participants can be actively involved without leaving their own office or home. When there are problems or urgency, solutions and reactions can occur quickly. There is acceleration of decision making with the use of technology. Communication can occur anywhere at any time.

Due to budget constraints, TechFite reduce full-time employee’s hours to below the necessary hours needed to receive full-time benefits, but at the same time are paying top executives excessive bonuses. This is an ethical issue because resources are being misused and it does not promote human well-being. In this scenario, misusing resources may be unethical, but it’s not illegal. It would be illegal if the top executives were misusing resources by embezzling the funds. It’s also unethical for TechFite to not fulfill the commitments it made to the city officials about community involvement. It represents distrust of integrity and credibility by questioning the moral stakes of broken commitments. Unfortunately, drifting from commitment is not

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

As a manager, you must approach every conflict as an opportunity to improve employee relationships, to lessen tension in the