what do you believe could be some other examples of conflict

what do you believe could be some other examples of conflicts of interest in a business setting? If you are a manager within an organization, what are some things you could do to minimize conflict of interest in your organization?

Solution

Following could be some other examples of Conflict of interest in a business setting:

·          An employee working well in a Department marries his co-worker. The employee is subsequently transferred to some other Department, although with a responsible profile in order to ensure efficiency by the HR.

·          Grabbing the Company’s clients to offer them paid services from own business despite working with the Company on a full-time.

·          Seeking the learning and the training from the Company however applying the same for personal use than for professional.

·          Not discharging the investigation duty effectively when the Supervisor has asked the employee to set an inquiry committee against some alleged employee who turns out to be the friend of this Investigating employee.

·          Accepting commission to get a tender passed on a particular supplier’s name without the knowledge of the Company.

If I am a manager within an Organization, following are something that I could do to minimize the conflicts of interest in my Organization:

·          Create a structural change in my Department after due consultation with the HR and the Management to resize my Department and the specialization of jobs to ensure the employees in my Department are satisfied with their job profiles. If not, I could urge them to express their areas of interest in alignment with their specialization. It shall be my duty to ensure that my employees believe in serving the Company first than to venture out for personal gains out of their jobs.

·          There needs to be a jurisdictional clarity explained well to my employees that shall ensure no ambiguity in their tasks.

·          In case of conflicts of goals compatibility, attempts should be made to re-work with them.

·          Close or participative Leadership styles need to be chosen to vouch for more co-operation from my employee’s end.

·          The Win-Lose Reward system should be specific.

·          The dependence or interdependence of groups should be clarified so that the employees do not leap the task sequence.

·          The individual value system needs to be understood first and accordingly orientation should be granted to integrate it to the Departmental values and the same should not contradict the Organizational values.