Conflict in work environment is inevitable since there are different people from different backgrounds, professions, values, family set up, ideas, ways of thinking, and religion among others. All these affects the way people work and react to different situations. People also react differently when in different environment hence there is need to know the right way of handling them (Kerzner, 2009). People from different cultures whose beliefs and taboos are strictly defined are not easy to convince especially if it contradicts with a specific type of work ethics. For example people who go to church on Saturdays they can’t come to work on this day and if not handled with diligence conflict will arise.
The global-team-based sales force to be created should comprise four members, each from different regions with different culture and exposure. This will enable them to share ideas from different backgrounds hence fostering quality in performance. This also will enable them to learn how to relate with other people and work together towards realising the team goals.
Staffing of the teams will have to involve sitting for a test that captures all areas of working condition; planning, time management, handling of conflict, creativity, among others so as to ensure that each team has adequate skills to overcome all challenges under any situation and produce good results. There should be a team leader who is equipped with excellent leadership skills and ability to give direction at all times. He/She is responsible of communicating to the office on their performance among other duties (Kerzner, 2009).
Incentives should be used as a way to improve the performance of the employees as an individual and as a team. The best team to report the best sales should be rewarded. The reward will be ranked such that if a team reaches the sales target should get 20% of their sales revenue as bonus. If they exceed the sales target by a significant amount then they get 25-40% of their revenue as bonus. This will motivate employees to explore their potentialities and they will really work hard to get the best.
In the situational case, where two employees from same department quarrelled on when they should go for their leave, several approaches can be utilized. These employees wanted to go on leave at the same time and this resulted on a conflict thus affecting their performance. The two could not listen to one another and each would not accept to be delegated duties and responsibilities of the other. Their colleagues noticed it and they all got involved in offering solution. They explained to each one of them the importance of understanding one another, consultation and teamwork. I also noticed and reiterated that they are all entitled to leave but proper arrangement should be made with their team leader and supervisor so that their work will have to be delegated accordingly (Mackin, 2007).
The strategy that would have prevented this is having the details of leave in writing and a list showing when each one of them is suppose to go for his/her leave as early as at the beginning of every calendar year. This also involves who is to sit in for the other as per their job descriptions. All the employees should be involved in making these decisions so as to empower them have control and accountability over their jobs.
In conclusion, all the members of every team should be trained thoroughly on how to relate with one another and react to various issues arising. Team building events should be periodically organised so as to enable them bond and know one another more. They should plan and organise for the team building event. There should also be meetings periodically so that the employees will raise the problems and challenges they are facing. These meetings also will enable the management to communicate any changes in the company and emphasize the mission and vision of the company (Mackin, 2007).
Kerzner, H. (2009). Conflict management and controlling team. New York: John Wiley and Sons.
Mackin, D. (2007). The team building tool kit: tips and tactics for effective workplace teams. New York: AMACOM Div American Mgmt Assn.