Social interactions are practices of a people with mutual social orientation towards each other. This often includes the behavior that in a way impact each on the subjective experiences of each of them. The particular subject of abusive relationships has no doubt been studied extensively. Different sociological studies on this subject have, however, been studied through observations and to a limited extent based on research findings and sociological reports. For instance, various research findings carried out to determine the effect of race at work have been made public but have never really been used to correct the unfortunate social situation. (Acton, Lord. 1967). This has been attributed to the fact that the researchers ignored a very important component that would have led a lasting solution. The aspect of personal experience must be injected into this study in order to come up with a comprehensive report and rational findings that will help solve the complex equation of racial discrimination at work. (Aubert, Vilhelm. March 1963).
This is the reason behind my resolve to give it a different perspective and approach this issue more comprehensively. In my study I have include the aspect of personal observations and massively incorporated the view of the oppressed who in this case is the worker. This approach is more likely to be more accurate and indeed give more realistic recommendations that could be implemented to the complete erosion of the oppressive culture. As a matter of fact, it must be admitted that most of the studies carried out so far have been focusing on the supervisor and why they behave the way they do. This has effectively given a wide berth to the significantly important views of the workers and why they feel their employers treat them as such. (Bernard, Jessie. 1957).
Stress about upcoming deadlines and professional obligations have led supervisors to be abusive towards their workers. In most cases, people who are normally fun to work with become demanding and demeaning to their juniors all of a sudden. However, there are some superiors are always known for being nasty at all times. This group of people gives the worst nightmare at work as workers have to contend with their sharp tongue, biting sarcasm and the unending offensive behavior. It often becomes a greater hell on earth when this behavior take a racial angle considering the temperatures that racial discrimination is known to cause. In my research, I have been able to identify types of employee-supervisor conflict. (Adams, Stuart. October 1953). Several of these conflicts border on performance. These usually arise because either the employee did not fully understand the employer’s expectations or the employer expected too much from the employee. According to my study, this conflict can easily be solved so long as both of the parties involved are willing to work on the problem. In this respect, it is widely recommended that the party in the position of a supervisor must communicate exactly what they expect of their employee immediately they join the organization. Besides, the supervisor has the responsibility to provide continuous feedback on a regular basis so that the employee can know if they are on the right track. This gives prompt solutions as the employee will have to adjust on the points that require a correction. In ideal sense, the differences arising from performances must be addressed as early as possible to reestablish a perfect working environment. (Aubert, Vilhelm. March 1963).
Competency is equally a source of conflicts between employees and their supervisors. This often implies that the employee and supervisor differ on how they think the duties should be accomplished. In other instances, the conflict arises because the employee has greater qualifications than their supervisors. In such cases, it becomes obviously impossible to have your professional junior telling that you are incompetent. Conversely, in a situation where the supervisor is more professionally competent than their employee they may have unreasonably high expectations of their performance, more than they are capable of achieving. Such a conflict can be easily resolved by providing the employees with continuous training on the area of specialty. More simply put, looking at the employees capabilities more objectively can be a real magic. (Adams, Stuart. October 1953).
Some conflicts have purely to do with interpersonal relations. According to my personal observation of the situation at the work place, such conflicts are almost entirely attributed to communication barriers, misunderstandings due to differences in culture, academic backgrounds or just basic life ethics and personal principles. In most cases, the parties involved may not be able to identify the cause of the conflict. However, visiting a human resource professional will be able to identify the source of complications in the relationship. More often than not, resolutions to these conflicts are found by taking regular trips out as employees to help familiarize and to ease the tensions that build up due to pressures at the work station. (Afland, Alexander, Jr. (1972).
In my considered opinion, this observative approach will yield the best solutions to the conflicts at work. It is indeed very essential that workers and their employers perfectly understand one another and appreciate their cultural differences. Furthermore, it is only through observation that a researcher will make their own conclusions without any bias introduced into their minds by the findings of other people. Indeed, my personal experience and by extension my findings agree with most of the existing research finding. I consider this an expected coincidence and a manifest of a great success of my study. (Acton, Lord. 1967).