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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.

Sophia Johnson
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Application of Management Strategies in Conflict Resolution, Evidence-Based DecisionMaking, and Organizational DesignQ1:-Discusshow you could apply negotiation strategies to address potential conflicts in theworkplace.Answer:-Conflict in some form and degree is part and parcel of virtually every part of humanlife and hence, organizations are not free of it. Conflict may be regarded as the disagreement orhostility between individuals or groups in the organization. It may even meanrivalryorcompetition or may be viewed as the perception of disagreement in the individuals. The partiesinvolved 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 thevarious measures discussed above help in minimizing the occurrence of conflict, they do notguaranteethecompleteabsenceofconflict.Therefore,wheneverconflictarisesintheorganization it should be resolved amicably so that its negative effect is reduced. There may beseveral types of conflict resolution actions1.Problem solving:-The problem solving techniques is considered to be the most positivetechnique available for conflict resolution because it emphasizes the attaining of thecommon interest of both conflicting parties. In mutual problem problem solving process,the conflicting parties must come together with the responsibilies of solving the mutualproblem that faces rather than merely finding a way to accommodate their differentperspectives.

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2.Avoidance:-Another method of over coming conflict is its avoidance, that is parties to theconflict may either withdraw from the conflict or conceal the incompatibility.3.Smoothing:-It is the process of playing down differences that exist between individuals orgroups whileemphasiscommon interests. Differences are suppressed andsimilaritiesareaccentuated in this process.4.Compromise:-It is a well accepted technique for resolving conflict, yielding neither adefinite loser nor a district winner. Such a compromise may be achieved either through theintervention of third party, the process is commonly known as mediation, or without theintervention of the externalparties, the method is known as bargaining.5.Confrontation:-It may be used for organization development and increasing organizationeffectiveness.Partiesare left to confrontation to settle the conflictthemselves.Q2.-Determinehowevidence-basedmanagementcouldbeappliedtotheworkenvironment you researched.Answer:-Thereareseveraltechniqueswhichareusedinorganizationdevelopmentprogrammes depending on the individual requirement. These are:1.Sensitivity Training:-Sensitivity training is a method of charging behavior throughunstructured group interaction. It seeks to help individuals towards better relations withothers. The primary focus is on reducing interpersonal friction through developing betterinteraction among individuals.2.TransactionalAnalysis:-Transactional analysis (TA) is another method to developinterpersonal communication and interaction. It aims at developing among individual to
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Business Management

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