Conflict Identification and Resolution

Conflict Identification and Resolution

Recently and more frequently, organizations are being faced with the cultural issue of differing sexual orientations in the workplace. As we have seen in recent legislation, laws have been amended in order to make equal and fair opportunity for nontraditional gay and lesbian couples. Potentially, and in my experience, these differing sexual orientations can cause cultural differences resulting in conflicts, within the organization. “Conflict may be defined as a circumstance in which one party negatively affects or seeks to negatively affect another party” (Baack, 2012 pg. 7.3). The source of this conflict arises not specifically from the sexual orientation differences themselves, but due to the conflict that arises from workplace colleagues and their uneasiness or un-acceptance of the cultural difference.

When there is un-acceptance within the organization due to cultural differences, many aspects of the company’s day today operations can begin to suffer, immensely. “These experiences not only negatively affect employee morale and performance but also create a harmful environment that can weaken productivity and even expose employers to liability” (Espinoza-Madrigal, 2012). Many individuals, due to cultural differences and beliefs are uncomfortable or un-accepting of same-sex relationships. This conflict is an example of: “interpersonal conflicts that take place between individuals. Many times, two individuals in a company enter into conflicts. Personality conflicts often result from workplace incivility. Examples of incivility include sexually inappropriate comments, racial or ethnic slurs, ridicule of older/younger workers, derision based on sexual orientation, and insensitive comments about physical or mental disabilities” (Baack, 2012 pg. 7.3). These employees may not view the other member of the relationship, as a true, valid spouse or significant other. When organizational benefits are used concerning the employees same-sex significant other, complications undoubtedly begin to arise. These complications can involve feelings of unfair treatment or favoritism and they may produce workplace rumors, gossip or mistreatment of the employee involved.

In our organization, we currently have a woman who is in a same-sex marriage. Her sexual orientation, has on many occasions has resulted in conflict within the workplace. The company publicly promotes a culturally diverse staff and hiring procedures without bias towards diversities. Our mission statement clearly states “without regard to sexual orientation.” While our state does not currently perform same-sex marriages