As you probably know, stakeholders are the owners of the company. The employees work for the company and are compensated as such.
Ideally, everyone gets along--employees feel appreciated through their pay and work, and stakeholders reap profits.
Conflicts occur when the trust breaks down. Specifically, a shareholder may want to take money out of the company (in a dividend, for example), and the employees may feel a bonus for employees would be a better use of the money.
The most common example I can think of is company expenses: stakeholders want a lean-and-mean company, and employees would enjoy more money be spent for their sake--higher benefits, award programs, etc.
If these problems continue, both sides lose. A company without decent employees will not make money for the stakeholders, and eventually they will have to lay off employees because there is not enough money to pay them. That equals no money for stakeholders and no jobs/money for employees.
A smart company will find a way to align the stakeholders and employees desires. Give employees some ownership in the company, or at least give them bonuses for running a tight ship.
One thing to remember is that Shareholders and Stakeholders are not the same thing.
They both have different meanings and different purposes
Project stakeholders are individuals and organizations whose interests are affected (positively or negatively) by the project execution and completion. In other words, a project stakeholder has something to gain from the project or lose to the project. Accordingly, the stakeholders fall into two categories-positive stakeholders, who will normally benefit from the success of the project, and negative stakeholders, who see some form of disadvantage coming from the project. The implications obviously are that the positive stakeholders would like to see the project succeed and the negative stakeholder's would be happy if the project was delayed or even better cancelled. Conflict usually occurs because of misunderstanding or wanting to do something different. The customer may want some feature in the product but the manager may feel its too late to accomodate hte request.
Managers tell employees what to do. Sometimes employees don't want to do it. Ways to minimize conflict, include; 1. as far as practical let employees choose their own tasks. Some people like some jobs more than others. Get people who like jobs doing them. 2. Hold parties and company picnics and the like in which management does nice things for employees (such as cook for them). This will cause staff to like their supervisors to some extent. 3. Offer some sort of stock options or profit sharing plan, so that the employees to some extent have the same interests as the company, and thus more motive to work for the good of the company. 4. Try to avoid hiring Stupid Stupids to manage your company.
Intention does not always consider the effects of unintended/unplanned consequences which are found upon implementation of a plan. For instance, many companies have plaques or parking spaces to honor the employee of the month. However it was found that this actually causes other employees not to try as hard because they know they cannot win.
When conducting a business post mortem analysis, key components to consider include identifying the root causes of failure, evaluating the effectiveness of strategies and decisions, assessing the impact on stakeholders, and developing actionable insights for future improvement.
When a project manager experiences a project crash, they should immediately assess the situation, identify the root causes of the crash, communicate with stakeholders about the issue, develop a recovery plan, and implement corrective actions to get the project back on track. It is important for the project manager to stay calm, prioritize tasks, and work closely with the project team to address the issues and prevent future crashes.
Conflict analysis is a methodical examination of the causes, dynamics, stakeholders, and potential impacts of a conflict situation. It helps to identify underlying issues, power dynamics, and potential strategies for resolution or management. Conflict analysis is crucial for developing effective interventions that address the root causes of conflicts.
Refer to: What are the main causes of conflict between the President and Congress?
Conflict can arise when one party feels it lacks important information. Lack of Resources, If employees feel there is a lack of resources needed to do their job, competition will arise among employees
Money can be one of the most common causes of conflict in the family. Divorce rates show that it is one of the top causes.
the family's in between state causes a great deal of conflict between Gabriel and his wife.
POWER! Both want it.
Members of Congress often have ideas very different from the president about what constitutes desirable public policy.
Project stakeholders are individuals and organizations whose interests are affected (positively or negatively) by the project execution and completion. In other words, a project stakeholder has something to gain from the project or lose to the project. Accordingly, the stakeholders fall into two categories-positive stakeholders, who will normally benefit from the success of the project, and negative stakeholders, who see some form of disadvantage coming from the project. The implications obviously are that the positive stakeholders would like to see the project succeed and the negative stakeholder's would be happy if the project was delayed or even better cancelled. Conflict usually occurs because of misunderstanding or wanting to do something different. The customer may want some feature in the product but the manager may feel its too late to accomodate hte request.
Over control of the Western Mediterranean.
Causes of conflict in labor relations can include disagreements over wages, benefits, working conditions, or job security. Communication breakdowns between management and employees, conflicts over union representation, and disputes over adherence to labor laws and regulations can also fuel conflict. Additionally, differing expectations, poor management practices, and resistance to change can further contribute to tensions in labor relations.
Zionism is certainly one of the causes of the Israeli-Palestinian Conflict. It is not the only cause of the conflict and is also not the most important cause of the conflict.
Fundamental causes of conflict can include differences in values, beliefs, interests, or goals between individuals or groups. Other common causes include competition for resources, power struggles, miscommunication, and perceived injustices. At the root of many conflicts is often a lack of understanding, empathy, or compromise between the parties involved.