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Application of Management Strategies in Conflict Resolution, Evidence-Based Decision Making, and Organizational Design

A case study on conflict resolution and organizational strategy.

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    Application of Management Strategies in Conflict Resolution, Evidence - Based Decision Making, and Organizational Design Q1 : - Discuss how you could apply negotiation strategies to address potential conflicts in the workplace. Answer : - Conflict in some form and degree is part and parcel of virtually every part of human life and hence, organizations are not free of it. Conflict may be regarded as the disagreement or hostility between individuals or groups in the organization. It may even mean rivalry or competition or may be viewed as the perception of disagreement in the individuals. The parties involved may not be aware of any basis of conflict and may not develop hostile relationship. Conflict resolution actions are curative methods to overcome the problems of conflict. While the various measures discussed above help in minimizing the occurrence of conflict, they do not guarantee the complete absence of conflict. Therefore, whenever conflict arises in the organization it should be resolved amicably so that its negative effect is reduced. There may be several types of conflict resolution actions 1. Problem solving: - The problem solving techniques is considered to be the most positive technique available for conflict resolution because it emphasizes the attaining of the common interest of both conflicting parties. In mutual problem problem solving process, the conflicting parties must come together with the responsibilies of solving the mutual problem that faces rather than merely finding a way to accommodate their different perspectives.

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    2. Avoidance: - Another method of over coming conflict is its avoidance, that is parties to the conflict may either withdraw from the conflict or conceal the incompatibility. 3. Smoothing: - It is the process of playing down differences that exist between individuals or groups while emphasis common interests. Differences are suppressed and similarities are accentuated in this process. 4. Compromise: - It is a well accepted technique for resolving conflict, yielding neither a definite loser nor a district winner. Such a compromise may be achieved either through the intervention of third party, the process is commonly known as mediation, or without the intervention of the external parties , the method is known as bargaining. 5. Confrontation: - It may be used for organization development and increasing organization effectiveness. Parties are left to confrontation to settle the conflict themselves . Q2. - Determine how evidence - based management could be applied to the work environment you researched. Answer: - There are several techniques which are used in organization development programmes depending on the individual requirement. These are: 1. Sensitivity Training: - Sensitivity training is a method of charging behavior through unstructured group interaction. It seeks to help individuals towards better relations with others. The primary focus is on reducing interpersonal friction through developing better interaction among individuals. 2. Transactional Analysis: - Transactional analysis (TA) is another method to develop interpersonal communication and interaction. It aims at developing among individual to

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