Competition Employees May Fight Workplace -Myassignmenthelp.Com

Question: Discuss About The Competition Employees May Fight Workplace? Answer: Introduction Emerging conflicts between the employees within the workplace is considered as one of the most common occurrences. The different personalities and values between the employees are quite the specified reasons for the emergence of such conflicts. According to Sahin, ubuk, and Uslu (2014), unhealthy competition between the existing employees within the workplace may cause the considerable conflicts that have the clear impact on employee morale. The competition can even result in employees insulting or sabotaging one another that create the hostile work environment if not management properly (Albert Moskowitz, 2014). Although, it has been observed that the competition may lead to the better result of the performance, the study would present the argument that it may also lead to fights between the employees at the workplace. The occurrence of the fights and conflicts may influence the aggressive behaviour at the workplace, which is against the workplace ethics. Therefore, there is the po ssibility that the employees might not reach to their goals. Discussion Competition between the employees is one of the most recognizable aspects visible within a workplace. It has been observed that many of the companies foster competition and create the dynamic environment in which the employees can take the active participation to achieve recognition, promotions, and bonuses. Chun and Choi (2014) suggested that the workplace competition can remarkably motivate the employees and make them put the necessary efforts for accomplishing results. It is noticeable that the healthy competition within the workplace increases the psychological and physiological activations. This motivation enables the higher performance within the workplace that turn out to be much profitable for the organizations. It is noticed that when one member of the team receives the recognition from the organization due to the skilled performance level, it motivates the other employees as well. Eventually, a competitive scenario is created that influences the sense of responsibility amon g the employees and develops the productive performance level. The sense of competition generates the urge within the employees to provide more productive performance parameter that would contribute to the organisational success. For example, it is essential for the companies to recognize and acknowledge such contribution for continuing this competition pace. The lack of acknowledgement can lead to the negative impacts as well. Leon-Perez et al., (2015) commented that the workplace competition sometimes bring out the innovative ideas for the betterment of the business potentiality level. On the other hand, the human resource management plays the vital role to motivate and structure the systematic process of developing the competitive scenario within the workplace. Due to the diverse psychological values, people perceive the competition differently. Therefore, it is the primary responsibility of the managers to introduce the competition to the employees. Enabling competitive function s can make the faster approach towards accomplishing the organization goals. It is claimed that the healthy competition within the workplace can keep the employees motivated. On the contrary, Sahin, ubuk and Uslu (2014) argued that the people from different psychological background perceive things in a different way. Therefore, often, the workplace competition can lead to the fights among the employees. For instance, when an employee is continuously compared to others, it may fuel the unhappiness. It decreases the satisfaction level in a remarkable way. Lebel (2017) mentioned that competition zaps the complacency that pushes an employee out of the comfort zone. The employees who fail to perform as per the expectations would leave space for the competitors to zoom ahead. It is already stated that the competition is the strong incentive system that pushes the employees beyond the normal call of duty. Managing this competition in an appropriate marketing is necessary to keep them motivated. Another major issue is identified in determining the establishment of th e collaborative work practice. It has been observed that the huge competitive scenario within the workplace may hinder the collaborative work. Employees become more focused on knocking down each other than defeating other organizations in the business field. For example, in order to achieve excellence, employees continuously try to develop their skills and defeat other colleagues to receive more recognition. During such time, they forget about the external competition that can be dealt by developing the collaborative approaches. In fact, Cheang and Appelbaum (2015) indicated that the fierce competition can lead to a stressful company culture that affects the productive performance of the employees. The emergence of fierce competition can open up the opportunities for negative feeling, mistrust, discouragement, or resentment. Therefore, it is essential to maintain the balance while promoting the competitive environment within the organization. Maintenance of the ethics is the key component of the appropriate governance. It has the significant potential to affect the trusts of the people in different context. The excessive competition may lead to employee fights, which may generate aggressive behaviour within the associated employees. This aggressiveness is completely against the workplace ethics. (Kiitam, McLay and Pilli (2016) implied that the moral compass of an employee can influence and pressurize others that may lead to the unethical behaviour at the workplace premises. The continuous push and pressures from the upper management has the ability to fuel the dissatisfaction and unethical behaviour. Some of the organizations introduce the internal promotion opportunities for motivating the employees and leading towards the betterment of their performance parameter. However, it has been observed that the increasing demands are developing the concerns regarding the competition level. For example, in the sales industry, peo ple need to work under the pressure of meeting a particular target for a month. It is possible that some of the employees are easily achieving the targets and they are rewarded with the higher incentive structure. On the contrary, some of the employees fail to meet their target and they cannot receive the facilities offered as the rewards. During such scenario, the workforce that is left behind may show their aggressive attitude, which is not justified in an organisational context (Chun Choi, 2014). This consequence usually leads to the conflicting scenario among the employees that the organization fails to address. A different work style and individual personalities ensure the considerable influence on the conflicting scenario. The work style differences cause friction between one or more employees. The equal distribution of the resources even influences the competition among the existing employees that may lead to the conflicts. Conclusion Competition within the workplace creates the encouraging scenario for the associated employees. When the employees receive the rewards and recognition from the organization for the success they have achieved, it motivates other employees to take the participation in the competition. It is quite noticeable that the healthy competition between the existing employees within the workplace creates the high level of motivation and integrity. On the contrary, the excessive competition and continuous push from the management can even lead to the fights between the employees. The competitive atmosphere is quite helpful for motivating the performance standards of the employees. On the other hand, it may lead to the dissatisfaction of not sequenced in a systematic way. The lack of observation on an employees efforts may lead to considerable conflicts, which hamper the moral values. In fact, if the employees indulge into the conflicting scenario, it may create the hostile workplace environment. References Albert, L. S., Moskowitz, D. S. (2014). Quarrelsomeness in the workplace: An exploration of the interpersonal construct within the organizational context.Organizational Psychology Review,4(1), 27-48. Cheang, H. S., Appelbaum, S. H. (2015). 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