Discuss: Conflict Management in Philippine Setting

Even in the workplace, potential conflicts are a part of any social interaction or
relationship. Engaging in unilateral decision-making by force, negotiating and attempting to
reach a mutually satisfying agreement, or seeking a quick middle-ground position, or yielding
and giving in, or withdrawing from the situation entirely, or employing a combination of
strategies are all possible ways to resolve them.
Employee disputes often stem from various factors since the workplace is a collection of
different people with different personalities, beliefs, values, and skills.
Isabel Lozano of The Experience Collective has dealt with many similar situations with
restaurateurs, entrepreneurs, and managers locally and abroad, and she observes that the
Filipino workplace culture is different as it is more “friendly” and sensitive to others emotions.
Employee disputes often stem from various factors since the workplace is a collection of
different people with different personalities, beliefs, values, and skills. Based on Lozano’s
experience, envy is the most common reason for employee disputes among local
establishments, which causes employees to badmouth co-workers and drag them down
whenever there’s a chance. As managers, you should carefully observe your employees and
their behavioral patterns: what triggers them to show certain personalities, what keeps them
motivated and interested in their job and when do they lack self-awareness. In order to do this,
there should be constant communication and coaching with your staff so that everyone is
familiar with each other and they can communicate well.
Handling troublesome employees can vary depending on the gravity of their difficulty
and how they affect the workplace. The establishment or company should follow and implement
necessary disciplinary actions implemented. “When companies don’t follow their own
disciplinary guidelines, it shows how ineffective the executives and the managers are.” The best
time to take action is when there is substantial proof that the employee has a consistent record
of wrongdoing and is affecting the performance of others.
But despite all the roles and responsibilities that managers are entailed to fulfill, they
simply can’t do everything by themselves. Any serious dispute should be handed over to the HR
department, and they [ideally] should have all kinds of counselors for the employees’ needs as
part of their benefits. Having a reliable HR department professionalizes your company and it
helps the manager carry out their tasks accordingly.