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Workforce_Planning_Task_2_Template.docx 234 Task 2: Workforce Planning, Recruitment, &

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Workforce_Planning_Task_2_Template.docx 234 Task 2: Workforce Planning, Recruitment, & Selection A.Discuss 3 causes of workplace conflict 1. In the scenario provided one major cause of workplace conflict was the lo ...

Workforce_Planning_Task_2_Template.docx 234 Task 2: Workforce Planning, Recruitment, & Selection A.Discuss 3 causes of workplace conflict 1. In the scenario provided one major cause of workplace conflict was the loss of wages due to cuts in the overtime hours a police officer was allowed to work. The hours were cut because an article highlighted the amount of overtime the police force was using. This embarrassed the mayor and caused him to make a decision without consulting the police officers or their union. 2. Continuing that thought, the mayor is embarrassed because a temporary solution at the police station became a long-term practice. Meaning, when the original problem of adding more patrols to the schedule arose, the temporary solution was to give police officers more overtime hours. This is a conflict because the officers may feel over worked or perceive that their employer does not care for them. This can cause feelings of apathy for their job, or worse, resentment. 3. The last example of workplace conflict is that current police officers may blame new recruits for their cut in overtime pay and retaliate. With the cut of overtime hours preceding the hiring of new recruits, it may cause tension between the officers who lost a significant amount of income and the newly hired officers. B.Discuss 2 possible short-term outcomes if the conflict is not resolved 1. One possible short-term outcome if the conflict is not resolved is that police officers can begin to lash out and rebel against the city. T. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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