FREE ESSAY ON WHO SETTLES THE DISPUTES?

WHO SETTLES THE DISPUTES?

Who Settles the Disputes?
In any form of business, whether it is a fast food franchise or a large insurance firm,
there is a hierarchy of employees. There are basic employees that provide rudimentary
skills,
managers that guide and manage employees, and the owner(s) that run or head the business
or
organization. A large concern in every business is the relationship that exists between
employees and their managers. In general, employees can often be compared to children in
which they can usually operate efficiently if they work independently, but if combined
with
others, they begin spending more time socializing and less time producing a specified
good. 
Managers are similar to parental figures in that they must watch over their employees
just as a
mother must watch over her children. Often employees and manager get into disputes and if
a
situation like that arises, then someone should be elected to settle the dispute. The
person that
should be used to settle the dispute is a person in a superior position to the position
of the
manager, because that person has higher authority than both the manager and the
employee.
There is a multitude of employees in every work force that have a complex.
Doctors often refer to this complex as an inferiority complex. An inferiority complex is

defined by Webster's dictionary as "a persistent sense of inadequacy or a tendency to
self-diminishment, sometimes resulting in excessive aggressiveness through 
overcompensation." Employees with an inferiority complex have trouble with others
retaining a
higher position, as in a job, than they have. Some employees get very apprehensive and
upset
when someone tries to tell them what to do, even if that person is their manager.
Conflicts arise
often between an employee and a manager if the employee 
Head 2
has an inferiority complex. Contrary to employees, who lack power in their work place,
some
managers often abuse their power by abusing the rights of the employees they 
manage. Managers can abuse the rights of employees by taking privileges away from them,
for
example depriving employees of their smoking breaks because the manager does not like
those
particular employees for any number of reasons. It is possible for a manager to hold
more
power than he can use efficiently, or delegate to other individuals. If either the
employee has an
inferiority complex, if the manager abuses his power, or if the two colleagues cannot
reach an
agreement on a particular subject, then conflict will evolve. In any of the three
possible
scenarios, the employee should not argue with his or her manager but go directly to the
person
that outranks the manger, for instance the owner. The owner, or anyone in a superior
position
to that of the manager, should be able to settle any dispute between the employee and
the
manager.
Employees should not argue with their manager, but sometimes situations arise that
cannot be avoided. If an employee disagrees with a manager's decree, an argument will
surface. A manager should be able to be able to resolve any argument, given that he has
more
authority than the employee of which he is arguing with. But no manager or employee is
perfect,
so therefore it is often necessary for someone of a higher position to get involved and
take
control of the situation. The owner of a business always wants to keep peace between all
of
his employees. If there is no arguing amongst the employees then the business is free to
operate
more cost efficiently because more work is performed do to the lack of arguing. Profit is
the
main reason for anyone to run a business or firm. All owners or profit sharers are
interested in
profit and they want to maximize their business's production output in order to maximize
their
net profit at the end of their fiscal period. The best way for owners to ensure that
their profit is
maximized is to keep their employees happy, which means that there will be no disputing
amongst them allowed. Owners can easily hire or fire anyone with whom they see fit. 
Employees usually regard 
Head 3
the owner of the establishment they are working for with respect due to the fact that he
must
sign their checks before they get paid. Employees will listen to their owner and 
regard all that he says if they want to remain employed by that company. A person with
higher
authority than a manager is often the best person to resolve a conflict between a manager
and
employee because he controls their job.
I used to work at a grocery store while I was attending high school. When I got into an
argument with one of my managers, the owner of the store would resolve the conflict
immediately. The owner, Mr. Jackson, of my grocery store wanted both my manager and
myself to form a compromise as safe and as fast as possible so that we could immediately
return
to our work. Returning to work immediately after a compromise was reached caused Mr.
Jackson not to lose any extra money that he would have lost if we had continued to argue
for a
long period of time without his intervention. 
An argument between an employee and his or her manager may be able to be solved by
either of the two people involved, but it would take more time, and money, than if a
person
outranking the manager intervened to help resolve the problem. Businesses are ran to
produce
a good or service that in return produces revenue for the business. Revenue pays the
bills of the
business. For example, revenue pays the loans the company used to get started, the
light,
phone, water, heat and ac. bills, as well as rent on the building the business is housed
in, all of
the employees' wages. Any argument between employees and managers disrupt the process of
making revenue because while arguing, a lesser amount of work is performed. With less
labor,
there is consequently less production, which production relates directly to output and to
gross
revenue for a company. To prevent the loss of any revenue in any form of business, the
person
in a position superior to the position of the manager involved in the conflict should be
the one to
solve the conflict.