Conflict Decision-Making Organizational Design Conflict Decision Making  Essay

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  • Subject: Business - Management
  • Type: Essay
  • Paper: #80522551

Excerpt from Essay :

Conflict, Decision-Making, Organizational Design

Conflict, Decision Making, Organizational Design

Publix Company

How to apply negotiation strategies to address potential conflicts in workplace

Conflicts in the workplace are a common experience that many mangers encounter. Conflicts are categorical of the nature where organizations are able to relate with each other together with personnel interaction. Within an organization or company as Publix Company, conflict resolution measures should be undertaken as part of the restructuring, growth and development procedures. As a result, it is imperative to have negotiation strategies, which are supposed to counter conflicts within an organization. Negotiation strategies can be applied in various ways when it comes to negotiating through finding measures and methods of stopping or reducing conflicts within an organization (Daft, 2010).

Understanding is a unanimous activity, which is part of the negotiation strategies while resolving conflicts in an organization. Understanding involve integration of the various reasons which have led to the conflict, analyzing their possibilities of happening, the backup measures which might have resulted in the conflicts, and the possible ways in which the conflict can be analyzed and resolved. Understanding is critical in such a case. For instance, it would be imperative to have the negotiating groups or individuals at a meeting where they will reiterate on the centre of their conflict so that an understanding can be reached by the conflict resolver. The two conflicting parties need to calm down and listen to each other. If the conflict is between the organization or company management and the individual employees, then a meeting should be held in which the employees will reiterate on their points of contesting the conflict.

At the same time, the company will be able to relay its stands and perceptions as regards the conflict. At the end of listening to the two conflicting groups, a domain of understanding will be reached. With understanding, equitable solutions or remedy measures can be attained by the conflict resolution team. Lack of understanding is normally the main cause of conflicts within an organization. Misunderstanding can result due to lack of mediating groups, which features a common understanding between the conflicting groups. As such, it is important to have understating as part of the conflict resolution process.

Not taking sides is another approach, which can be used to respond to conflicts within an organization. This negotiation strategy involves the conflict resolver failing to be in support of any group or individual in conflict with the other. For instance, when staff members are in a conflict, they are often directed at the management taking one side over the other. When the management fails to take sides, it shows the respect and concern it has over the group in question. This will then increase the chances of arriving at a common ground of understanding. This is important because in most conflicts, the perpetrators only want their concerns and issues listened to even when no action will be taken. Per se, this negotiation strategy will serve to calm down such groups and hence end the conflict or reduce its effects within the organization.

Decisions and actions should be acted upon quickly. This is another conflict negotiation strategy. It preserves a good correlation between two or more conflicting groups within an organization. For instance, it is important for the manager to take quick decisions. Time taken during the collection of data and information concerning the conflict could turn out to be hostile between the manager and the conflicting group or groups. With quick decisions and actions, much time will be resolved over solving other problems and attending to other duties within the organization. Problems should not be postponed. Issues, which concern conflicting group or people, should not be discarded. Rather, they should be acted upon within the shortest time possible. This will serve to better the relationship between the company and the many groups that could be in conflict with themselves or the organization.

The other negotiating strategy, which should be involved, is that of win-win scenario. This strategy has been applicatory in other fields besides conflict resolutions. For instance, the strategy is often applied while settling contracts within an organization. Win-win scenarios exemplifies a situation where the manager takes no sides within a conflicting group, and apart from taking sides, the manager executes equal attentions, measures, and facilities to the conflicting groups. In many cases, this strategy enables the organization to be in terms with the conflicting groups only for the benefit of the organization and the other group or individuals. Logistic applications play key roles in such situations. This is where a conflict is solved when the conflicting groups are declared to share the spoils within a conflict. Win-win strategy is important when deciding the needs and requirements of the employees vs. The needs and requirements of the employer or company at hand (Cowan, 2003).

How evidence-based management could be applied to the work environment in Publix Company

Evidence-based management is a new protocol of management, which makes use of the current, equitable evidence while managing decision-making processes. The roots of this approach in the decision-making process date back to evidence-based medicine. This strategy was used in systematic identification of symptoms and using them as evidence over some form of diseases and ailments. The strategy is known to involve managerial decision-making, which accrues its evidence on scientific, proves and connotations within an organization. The organizational practices and performances are used to make subsequent decisions. Evidence-based management can be applied in Publix Company work environment in various ways.

Treating the organization as a prototype encourages evidence-based management within Publix Company. This is a situation where the company issues procedures and activities, which will make the employees and all the workers base their activities on experimentation rather than relying on the existing theory. Experimentation by doing is a simple way in which the company has been transformed into a practical company in the world. The experimentation and practical response to challenges and daily activities within the company have encouraged existence of evidence-based management.

Within Publix Company, evidence-based management can be exemplified through facing the facts while establishing a culture where people are liked when they respond the truth whatever the circumstance and results it will pose on the company. Exemplification of the truth is often a hard task to be done by many organizations. Publix Company can encourage evidence-based management by encouraging its workers to base their significance on the truth that underlie everything being done in the company.

Publix Company should encourage evidence-based management by looking at its drawbacks and risks over what people comment and recommend as best for the company. It is true that even the best medicine in the market has its side effects. Therefore, even if Publix Company is the best in service and productivity, it should take and always consider customer responses, suggestions, and feelings about its products and services. After the collection of this data, the company can implement them in order to arrive at defined points of need over their customers in the market. This will elicit how evidence-based management has been a success in the company.

While making decisions, Publix Company should not consider untested and unproved beliefs and sayings from the public. The decisions should be supported with the company's affirmations and actions in the past bearing strong evidence, statistical exemplifications, research, conclusions, and recommendations. Uncritical benchmarking should not be embraced even if the other companies are winners in the market. The company must only stand for evidenced-based conclusions and activities among workers. This will serve to encourage evidence-based management within the working services of the company (Stewart, 2002).

Decision making processes within Publix Company should be based on factual synthesis. With this consideration, every decision arrived at the process of working should replicate on the facts and proves which the company adores as part of its strategies of production (Dagenais & Haldeman, 2012). This will enable the company to involve the best forms of evidences and proves, which will be used to guide every activity carried out in the company. The company's commitment to fact-based decision -- making processes is a simple show that it has embraced every facet as concerns evidence-based management.

Blocks, stages, and methods of creative decision making to determine the best approach used by Publix Company when making decisions

Definition and clarification of the issue at hand

Before beginning any process of making a decision in Publix Company, the issues, which warrant the decision, are clarified first. The time of the decision-making process is also brought into consideration if the issue at hand warrants enough course of decision-making. The importance and urgency of the matter, which prompts decision-making, is considered. For instance, it is important to note that when the issue at hand is urgent, it warrants a decision-making process to be started. Moreover, the importance of the issue at hand should be considered before beginning any process or deciding.

Facts and their courses

Decisions are normally backed with facts and course actions. Equitable understanding of these…

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