1.What specific steps or procedures would you recommend for anyorganization interested in handling conflict productivity?
Conflictsin an organization are inevitable and should be dealt withaccordingly as they affect productivity. There are five steps thatcan be followed in organizations to resolve conflicts.
Identifying the source of the conflict: The first step in dealing with a conflict is to have as much information as possible regarding the conflict. This makes it easier to resolve the conflict. This stage involves collecting information through interrogations and questioning on the conflict. All parties involved must be given equal attention when gathering information.
Look past the incident: usually, it is not the situation that causes anger to build, but the perspective on the situation. Therefore as a mediator, human resource managers must look beyond the current situation.
Requesting resolution: Once both parties have given their perspective of the situation, the mediator can request each one of them to suggest how best to resolve the conflict.
Identifying a resolution that is agreeable by both disputants: after listening to their ideas, it’s time to identify a common ground. Let the parties understand the merits and demerits of each choice before settling down.
Agreement: The mediator must ensure that the two parties are satisfied and agree on the alternative identified in step 4. They can shake hands or even write a contract on how to improve and resolve future conflicts.
2.Whatare some of the causes of anger in an organization, and whatcommunication responses might be most effective for resolving theassociated conflict?
Angerin the workplace is a common occurrence and is caused by differentsituations in an organization. The causes include failure of anemployee to meet the supervisor’s expectations, lack of, or unfairpromotions, unequal treatment by the management, an employee doingthe wrong job, an employee being more qualified than his managers,criticism from supervisors to mention but a few. To avoid anger,communication is important. Managers must communicate in the rightway to employees and should enhance communication among theemployees. This way, everyone can have their concerns addressedbefore they become angered.
3.Whatare some of the challenges involved in using environmental scanning?
Environmentalscanning entails the gathering and use of information regardingevents, trends and relations in the external environment of anorganization. Environmental scanning assists the administration inplanning for the future of the organization. Using environmentalscanning has its own challenges. The development of new strategies isinvolving and gets team members worked up in collecting data. Thisresults in members working at cross-purpose. Due to pressure, teammembers experience interpersonal conflicts as well as low morale,thus poor outcome.
4.Doyou agree that conflict in organizations is inevitable and isinherently neither good nor bad? Explain your answer.
Conflictin organization is inevitable. It is human nature to disagree onvarious issues. Conflict can affect productivity in the organizationas it affects employees’ morale. Similarly, when employeesdisagree, it can bring to the attention of the management criticalinformation regarding failures in organization systems andmanagement. Hence, conflict is inherently neither good nor bad.
5.Compare and contrast the outside-in and inside-out approaches tostrategic planning and communication.
Theoutside in strategy leverages on customer value as its start and endpoint. Organizations applying this approach are focused on developingand nurturing their clients by offering high quality customer value.On the other hand, inside out approach starts with a focus on thecapabilities and strengths of the company. As such, a company takesinto account of its resources and focuses on providing them moreeffectively. This approach is limiting and shows tardiness inadopting changes in the market.