According to the employees, the manager is a key post and he should be perfect on all grounds and if not, conflicts would emerge of all types. Over the past years it has concentrated on furthering organic growth and performance improvement. Another method Downs advices is that in vertical communication the supervisor should often bypass intermediate subordinates and go directly to the source of the communications.
Due to the nature of the topic, a traditional approach to collect data and draw deductions was nearly impossible. A modification of queuing what can be useful device is the filtering process, which involves setting priorities for messages.
Otherwise, confusion and conflict result as each of the supervisors tries to do the entire job. Hall in his book Organization Structures and Process have suggested that if Queuing and filtering the information is used, these conflicts can be ignored The manager and the Director of Nestle have said that if the employees are not provided with the sufficient training, they nay caught up in various types of conflicts.
Moreover, the management of the company asks the opinion of workers, promotes the practices of regular feedback both on peer-to-peer, subordinate to manager and manager to subordinate levels.
People are selective, intentionally or unintentionally, about what they achieve as messages.
Such an antagonistic situation can be avoided if job descriptions are clarified so that all employees know the extent of their work responsibilities. Efficient performance management emphasizing the achievement of agreed Objectives is a prime responsibility for each manager.
Supervisors doing all the jobs.
In fact conflict is an inevitable by product of an interesting and challenging job. Planning, coaching, and evaluating performance and then aligning rewards pay with performance outcomes. Associastions of the Parties: Conflict will be greater as the degree of the interaction of the parties increases.