Conflict, Decision Making, and Organizational Design

In: Business and Management

Submitted By amitch7
Words 3015
Pages 13
| Conflict, Decision Making, and Organizational Design |


1. Discuss how you could apply negotiation strategies to address potential conflicts in the workplace. The first step to any business transaction at Winston is gaining the client’s account, whether through a proposal or direct client contact. For Winston, negotiation will be important in not only gaining the initial contract, but during the renewal periods as well. During this phase intergroup conflict may arise as the client may make demands that are unreasonable for the price they are offering to pay. In this instance the best strategy for Winston to employ is integrative negotiations. According to Hellriegel and Slocum, integrative negotiations are used to “achieve results that benefit both parties” (2011, p.397). By explaining to clients why certain tasks require a certain investments, and how the outcome will benefit the client whether in an increase in brand awareness or financial gains, Winston can find a way to negotiate fair compensation for their work. According to Hellriegel and Slocum in order for integrative negotiations to be successful, Winston should follow these principles: * Separate the people from the problem- Winston’s staff must not allow their personal issues with client representatives to interfere with the negotiation process instead focus on the issue at hand. * Focus on interests, not positions – Understand the needs and interests of the clients instead of being concerned about title. * Invent options for mutual gains- This is where creative decision making comes into play. By presenting the client with several alternatives to meet their needs, Winston has a better chance of finding one that the client finds appealing. * Insist on using objective criteria – When dealing with marketing, it is imperative that goals are measurable and obtainable.…...

Similar Documents

Managerial Decision Making and Management Organizational Change

...Managerial Decision Making and Organizational Change Two very important aspects of good leadership include managerial decision-making and managing organizational change. The two are closely related, enough so that for one to be affective the other has to be just as successfully managed. A good leader possesses the quality of good managerial decision-making, learning from experience, creating change, diversity and creative decision-making (Hellriegel, 2011). A successful leader is also one who is organized in the process of change (Hellriegel, 2011). Today’s leaders have different challenges than managers of businesses from over a decade ago. New technology has helped coordinate structure more efficiently and improved cost performance ( /change/). As recently as the 1980’s new stresses such as balancing with shareholders, narrowing down operating efficiency, working with world markets and an entirely new form of competition, have all increased the demand for leaders good decision making and creating organized change. The success of any business heavily relies on these two factors. One of the key factors in a successful manager managerial decision-making that relies on: learning from experience, creating change, diversity and creative decision-making (Hellriegel, 2011). Learning from experience is a vital piece of decision-making as it helps figure out what a business should and should not do again. Three pieces to this process include......

Words: 1436 - Pages: 6

Personal Values, Organizational Values, and Ethical Decision Making

... Personal Values, Organizational values, and Ethical Decision Making Steven R. Oldham MGT/521 September 17, 2012 Thane Messinger Personal Values, Organizational values, and Ethical Decision Making Based on the results of my Williams Institute of Ethics Awareness Inventory Assessment, my own values, ethics and many years of experience in management it is my belief that all organizations should uphold the maximum standards of ethics. Business integrity should have zero tolerance for any form of corruption, extortion, or embezzlement. The highest standards of integrity are expected in all business dealings. Any form of unethical conduct has no place in a respectable and honorable organization. Any member of an organization should be instantaneously dismissed from the organization and legal action should be ajudiacated. However, I discovered this is not always the case, as I researched some unethical business dealings. In the case against KBR on human trafficking charges, K KBR: Corruption Within America’s Biggest Construction Company Formerly known as Kellogg Brown & Root, KBR is the largest non-union construction company in the United States with a history that can be found from over a century ago. Many companies are viewed as being corrupt, with greed being one of the major preceding issues resulting in this corruption; KBR is not an exception. One would think that with so many major politicians being connected to the companies, KBR would try to refrain from......

Words: 1228 - Pages: 5

Bus 520, Assignment 5, Conflict, Decision Making, and Organizational Design

...Running Head: Conflict, Decision Making, and Organizational Design Conflict, Decision Making, and Organizational Design Strayer University BUS 520 1. Discuss how you could apply negotiation strategies to address potential conflicts in the workplace. The primary focus at Department of Veterans Affairs (VA) is patient/Veteran care and establishing new Veteran enrollees. This is done by direct marketing among other forms of outreach. For VA, negotiation will be important in not only establishing a new enrollee, but keeping that enrollee as well. According to Hellriegel and Slocum, integrative negotiations are used to “achieve results that benefit both parties” (2011, p.397). By consistently explaining and showing Veterans the benefits, they gain by maintaining their health care through VA, and how the outcome will benefit them, VA will continue to receive the federal funding to continue sustained operations for the coming years. According to Hellriegel and Slocum in order for integrative negotiations to be successful, VA should follow these principles: * Separate the people from the problem- VA’s staff must not allow their personal issues with Veterans to interfere with the negotiation process instead focus on the issue at hand. * Focus on interests, not positions – Understand the needs and interests of the clients instead of being concerned about title. * Invent options for mutual gains- This is where creative decision making comes into play. By presenting the......

Words: 2511 - Pages: 11

Organizational Design

...Conflict, Decision Making, and Organizational Design Business 520: Leadership and Organizational Behavior   Introduction Conflict is normal and natural. Conflict is also unavoidable. If you put more than one person in a room you will have the potential to face a difference of opinions, interests or ideas. We face conflicts in both our personal and professional environments. Avoiding conflict is nearly impossible, so preparing you with strategies to deal with and resolve conflicts that arise in the workplace is the best approach and one of the biggest challenges. Applying Negotiation Strategies in the Workplace Workplace hostilities can erupt for various reasons under almost any circumstances. Conflict among employees reduces productivity and creates problems with staff morale. When conflicts go unaddressed, they can have a negative impact on productivity and teamwork. Using conflict resolution strategies in the workplace will help maintain a healthy work environment. Conflict resolution requires specific leadership skills, problem solving abilities and decision making skills. Negotiation is not always effective and multiple factors can hinder one or more of the steps in the negotiation process. Effective negotiation requires seeing all sides of the issue and treating all parties involved with respect. In my current place of employment supervisors are constantly faced with conflict, decision making and organizational designs daily. When conflict arises in my......

Words: 1907 - Pages: 8

Assignment 5: Conflict, Decision Making, and Organizational Design

...Assignment 5: Conflict, Decision Making, and Organizational Design BUS 520 – Leadership and Organizational Behavior A potential conflict that could arise for Strayer University is the need to improve the graduation rate. From a report in 2011, Strayer University had an average graduation rate of fourteen percent. There are a few factors that cause the graduation rate to be low. Strayer University is in the category of a for-profit institution. For-profit institutions usually do not offer electives to students. "For-profits offer highly structured programs, with no electives. You're on a clear path." (Clark, 2011) For-profit institutions have a higher tuition than other schools. Many of the students borrow in the form of federal loans or receive federal grants to attend these schools, thus created a large amount of debt for students. This does, however, increase the profits of the school. For-profit schools do not make money the way other schools make money off of state grants and scholarships. Some of the students that attend for-profit institutions are not prepared for the type of courses that are offered there. Some of the students are not disciplined enough to sign onto the school’s website for the course material and follow the lesson plan, if the student is enrolled in an online course. There are also students that are attending nontraditional schools because they are the first in their family to attend school. Many of these students tend to drop out of......

Words: 2561 - Pages: 11

Organizational Conflict

...Organizational conflict can sometimes be a struggle on a day-to-day basis among employees and employers. Conflict takes on many forms. Miscommunication within an organization between parties can cause organizational conflict. Often times, individuals that have been promoted feel as though their title gives them additional power in regards to how they treat and speak to others. Sometimes, individuals can become jealous of others because of their growth with the company or recognition on performance. Many may argue that conflict is an innate quality in everyone and at any given time, a person can create a conflict among individuals within an organization. This form of negative conflict is the “traditional view” of conflict. Conflict can be viewed as a negative trait; however, I believe that some conflict is good for business. Conflict may give confidence to individuals to speak their minds in settings they wouldn’t ordinarily express themselves in. This form of conflict would be deemed the “interactionist view”. Conflict can also be categorized as a dysfunctional trait that causes irrational decision making as well as create bad relationships among co-workers. This form of conflict is deemed the “human relations view”. In order to resolve conflict, problems must be identified, analyzed, and those people or situations contributing to the conflict must work to fix the problems. Despite these three different views, organizational conflict can be an exhausting......

Words: 589 - Pages: 3

Conflict and Decision Making

...Conflict, Decision Making, and Structure Paul McKenzie Strayer University Leadership and Organizational Behavior Bus 520 Dr. Keith W. Langner December 20, 2012 Conflict, Decision Making, and Structure From the inception of time, the human race has been experiencing and grappling with conflicts of all kinds—both internally and externally. In most recent years, however, conflicts in the workplace have become more prevalent due to diverse cultures, organizational structures, and workplace dynamics such as stress, discrimination, cultural difference, idiosyncrasy, pay inequality, grievance and dispute, and others. These prevailing conditions have and are affecting organizations of all sizes. As a result, many companies are forced to implement guidelines and strategies so as to mediate, mitigate, manage, reconcile, and resolve such existing conditions in a more effectively manner, while creating better-working environments. Having said that, this paper intends to objectively address four given scenarios surrounding conflict, decision making, and organizational design. Those scenarios will be addressed in the following sequence: (1) negotiation strategies used to address potential conflicts in the workplace, (2) evidence-based management and its relevant application, (3) analysis regarding effective methods and creative-decision making, (4) and environmental and strategic factors that affect the organizational design of a researched company. ......

Words: 2136 - Pages: 9

Integrating Culture and Diversity in Decision Making: the Ceo and Organizational Culture Profile

...Integrating Culture and Diversity in Decision Making: The CEO and Organizational Culture Profile Bus 520: Leadership and Organizational Behavior April 29, 2013 Organizational culture is the essence of any company. It is the way a company separates themselves from the market and especially, from their competition. According to an article in Business Insider, “Corporate culture is the personality of a company and it can’t be faked” (Schawbel, 2013, Cultural research section, para. 1). For the purpose of this paper, I will be investigating the corporate culture of Google Incorporated. Google was founded in 1998 by Larry Page and Sergey Brin who met at Stanford University in 1995 (Google Company website). What is Google’s organizational culture? Google’s organizational culture is represented in several ways which include their management structure, and their public transparency, their treatment of employees, etc. Below is an excerpt from an article in Business Insider: Employees are offered free cafeteria food and there’s a flat management structure. They have also made their company’s core values public. The company founders still do busy work, including keeping the cereal fresh in the cafeteria. Google is constantly getting feedback from employees and even has their own tool called Google-O-Meter to gauge the popularity of employee suggestions. In addition, they have “culture clubs”, which are groups of employees who come......

Words: 831 - Pages: 4

Integrating Culture and Diversity in Decision Making: the Ceo and Organizational Culture Profile

...5. Transactional” Leader Score: __9___ | 6. Assessment: Intuitive Ability | 7. Intuitive Score: __8___ | | 8. Assessment: Conflict Management Strategies | 9. Yielding tendency: _12____ | 10. Compromising tendency: 10_____ | 11. Forcing tendency: __11___ | 12. Problem-solving tendency: _12____ | 13. Avoiding tendency: _12____ | | | 14. Assessment: Time Management Profile | | 15. Score: __11_ | 16. Interpretation: | 17. Assessment: Organizational Design Preference | 18. Score: __49___ | 19. Assessment: Which Culture Fits You? | 20. Score: ___4__ | | | | | Having the capability to be both a transformation leader (score 9) or transactional leader (9) I have been able to see my vision while working in the billing department. I help develop a new system for the patient to see their bills online without having to call into the billing department. This reduces the incoming calls where people wanted to request there statement by mail. With a score of (8) Intuitive Ability is an essential part of a company the ability to understand that a leader has to take the lead without any prior training. This show that you can adapt to any situation this can help you in your career and your personal life. The combined score of (57) for the Conflicts Management Strategies shows that you can deal with disputes in a rational way that will not effective the business in a negative way. Time......

Words: 669 - Pages: 3

Organizational Design

...Key Concepts of Organizational Design If an organization is to remain effective as it changes and grows with its environment, managers must continuously evaluate the way their organizations are designed: for example, the way work is divided among people and departments, and the way it controls its human, financial, and physical resources. Organizational design involves difficult choices about how to control—that is, coordinate organizational tasks and motivate the people who perform them—to maximize an organization’s ability to create value (Jones, 2004). Maintaining that competitive edge in the snack food industry can be challenging. Snacks and goodies are considered one of America’s favorite past times. Best Snacks has held the number one or two positions for many years and now they are in jeopardy of losing that status. Best Snacks has been experiencing declining sales for the past few years and market share has decreased. They are now faced with the challenge of revamping their development and marketing strategies. They have not developed any new product or service innovations in the last five years. It is definitely time to get the creative juices flowing (BestSnacks Benchmarking Worksheet). Importance of Organizational Design Choices Nadler & Tushman suggests that the last remaining source of truly sustainable competitive advantage lies in what we've come to describe as “Organizational capabilities" the unique ways in which each organization structures its work......

Words: 874 - Pages: 4

Organizational Conflict

...Causes of Organizational Conflict by George N. Root III, Demand Media Managerial Expectations It is the job of an employee to meet the expectations of his manager, but if those expectations are misunderstood, conflict can arise. Managers need to spend time clearly communicating their goals to employees and then confirming those goals in writing. A manager should also encourage her employees to ask questions about their goals, and hold regular meetings to discuss the goals and how best to reach them. Breakdown in Communication If a department requires information from another department in order to do its job, and the second department does not respond to the request for information, a conflict can arise. Some interdepartmental disagreements might trigger a nonresponsive attitude that can quickly become an internal conflict. Another way of creating this sort of conflict is by giving a circular response such as an issue being perpetually "under review." When people or departments are late in responding to information requests, or they are withholding information on purpose, it is best to address the situation immediately with a personal meeting with both sides to resolve the situation. Related Reading: Organizational Structure & Conflict of Interest Misunderstanding the Information According to mediation expert Robert D. Benjamin, writing on, internal conflict can sometimes arise as the result of a simple misunderstanding. One person may misunderstand......

Words: 1774 - Pages: 8

Decision Making

...for their fundings. Abstract Recent techniques and shifts in the environment are often foreseen as leading management accountants to adopt a business orientation. However, empirical evidence pointing to fundamental shifts in the roles played by management accountants remains relatively scarce. We explore this paradox and give sense to the various roles played by the management accounting function by focusing on how management accountants are involved in and endowed with authority in decision-making situations. Using data we gathered from 73 interviews in ten multinational companies, we identify four styles adopted by the management accounting function: the discrete, the safeguarding, the partner, and the omnipotent management accounting functions. We show that each style can be associated with a specific role: discrete control of managerial behaviour, socialisation of managers, facilitation of decision-making, and centralisation of power. Some of these roles—facilitating local decision-making or discretely controlling managerial behaviour, for instance—have been under discussion in the literature for many years now. Our detailed analysis of management accountants’ work reveals that these roles can be associated with both unexpected benefits, such as fostering creativity, and unforeseen drawbacks, such as drift in governance. Furthermore, our findings bring to light other, unexplored roles—centralising power or socialising managers, for example—providing us with a more......

Words: 14574 - Pages: 59

Organizational Conflict

... A conflict situation can be induced by supporting individualistic thinking or favoring individual competition. Individualistic thinking can be initiated in the group by including some group members who can freely express their views, which can encourage and prod others to do the same. Competition between individuals can be enhanced by acknowledging and rewarding the better performers. Conflict situations can also be introduced by making some organizational changes, such as transferring some group members, redefining roles, and helping the emergence of new leadership. In most organizations, conflicts increase as employees assert their demands for an increased share in organizational rewards, such as position, acknowledgment, appreciation, monetary benefits and independence. Even management faces conflicts with many forces from outside the organization, such as government, unions and other coercive groups. Conflicts arise because of one main reason and that is people disagree. (Young 2010). People disagree for a number of reasons: 1. They see things differently because of differences in understanding and viewpoint. Most of these differences are usually not important. Personality differences or clashes in emotional needs may cause conflicts 2. People have different styles, principles, values, beliefs and slogans which determine their choices and objectives. When choices contradict, people want different things and that can create conflict situations 3. Conflict......

Words: 799 - Pages: 4

Decision Making

...Effective Decision Making Abstract Managers judge the effectiveness of decision in terms of quality, timeliness, acceptance, and ethical appropriateness. The decision-making process is improved though creative problem solving and brainstorming. They way managers frame problems significantly affect the outcome. The effectiveness of a decision depends on cognitive biases and organizational barriers. Effective leader communicate well and motivate others. Managers match a leadership style with a preferred style for the situation. They develop a range of leadership styles and adapt to different situations. Quality, timeliness, acceptance, and appropriateness are components of decision-making. Transformational leaders have vision that guides and motivates them to higher goals. They motivate other to a higher level. Super leaders go a step further by helping others realize and maximize their abilities. Charismatic leaders motivate followers to make significant changes. Decision-Making Skills The effectiveness of a decision depends on factors such as the characteristics of the decision maker, various cognitive biases, and organizational barriers. In decision-making, managers vary in the amount or information, skills, or experience they have. They use different styles in making decision. Some focus on the details of a situation and compile them into a sensible decision. Others rely on their intuitive sense about a situation or focus on the “big picture.” Due to the complexity......

Words: 4096 - Pages: 17

Decision Making

...ETHICAL DECISION MAKING AND MORAL BEHAVIOR | | Related Links WebNote Index Leadership Overview Decision Making Values Contact information: Dr. Richard W. Scholl 36 Upper College Road Kingston, RI 02881 p. 401.874.4347 f. 401.874.2954 Much of the recent interest in ethics and moral behavior in business comes from Enron and Worldcom, as scholars, educators, practitioners, and the public seek to understand the behavior of executives in these firms. Many have chosen to view these cases from the perspective of ethics, that is, the behavior of these executives is seen as unethical and the explanation is that they are unethical or immoral people. Furthermore, the solution is improved moral education in business programs. “Somehow, we need to make future executives more moral or more ethical” and we can do this in the context of an undergraduate business program or MBA degree program. Some have even suggested that today’s business programs not only do not facilitate the “moral development” of students, but students leave these programs “less moral” than they were when they entered the programs. Here a couple of points to consider: What is Ethical or Moral? What do we mean by ethical decision making? Are there decisions that are not ethical in that there is not ethical component to a choice? In their review of ethical decision making, Tenbruensel and Smith-Crowe (2008) present a distinction between moral decision making and amoral decision making.......

Words: 2569 - Pages: 11

Đăng nhập | Terminator: Kroniki Sary Co... | Albero Di Natale 150 180 210 240 Cm 1900 Rami Linea Norway Foltissimo Realistico