Consider and handle the following conflicts that arise in the months leading up to
opening the new offices and after they are open in Belgium and Bangladesh.
The American factory managers have weekly video chats with the Bangladesh
factory managers to ensure that production expectations are being met. In one of the
meetings, the Bangladesh factory informs the company that it will be closing for
three days midweek at the end of June to celebrate Eid ul-Fitr, the end of Ramadan.
The American workers are concerned that the company will not meet June’s
production schedule, and requests that they work that week. The Bangladesh
managers state that the religious celebration is central to their country, and file a
complaint with human resources. What do you need to consider with this conflict?
What steps can you take to resolve the issue?
In this conflict, it is important to consider the cultural and religious differences between the American and Bangladesh workers. Eid ul-Fitr is a significant holiday in Bangladesh, and it is important to respect and acknowledge their traditions and customs.
To resolve this issue, the following steps can be taken:
1. Cultural sensitivity training: Conduct training sessions for both American and Bangladesh managers and workers to enhance their understanding of each other's cultures, traditions, and values. This will help in fostering empathy and appreciation for different customs.
2. Review production schedule: Evaluate the impact of the three-day closure on the June production schedule. Identify alternative ways to meet the production targets, such as increasing efficiency or shifting work hours for the rest of the month.
3. Communication and compromise: Facilitate open and transparent communication between the American and Bangladesh managers. Encourage them to find a mutually beneficial solution that considers the importance of the religious celebration while also ensuring production targets are met.
4. HR mediation: Human resources can play a crucial role in mediating the conflict and finding a resolution that takes into account both the American workers' concerns and the Bangladesh managers' religious obligations. HR should listen to both sides, address their concerns, and work towards a compromise that satisfies all parties involved.
5. Contractual agreements: Ensure that the holiday and its impact on production are clearly outlined in the contractual agreements between the company and the Bangladesh factory. This will help manage expectations and prevent future conflicts arising from similar situations.
6. Celebrating diversity and inclusion: Encourage a culture of diversity and inclusion within the company. Recognize and celebrate different cultural and religious holidays, allowing all employees to have their traditions acknowledged and respected.
Overall, resolving this conflict requires open communication, cultural understanding, and a willingness to find a compromise that respects both the religious celebration and the production targets. By addressing the concerns of all parties involved and promoting a culture of inclusivity, a satisfactory resolution can be reached.