Conflict Management at Future Solutions

Introduction

This report herein presented, concerns a case study that I conducted regarding management of organizations. In the compilation of the report, I had keen view of what I gathered and categorized it into three major tenets, which include poor leadership, communication barrier, and lastly maladies related to conflict. In the report, I will highlight the three in separate and have a deep analysis of the respective thematic issues that arise. Thereafter, I will have regard of what experts have had to say on managing organization in general and I will narrow down to the Schein and mullings theories. I will also have regard to theory x and y or macdolnadasation as commonly known. I will take it as a case study from the challenges that we are facing in our organization of Future solution to consider the feelings that are aroused by the current happenings in the cooperative society and how they affect the operations. In the report, I will also dwell on the management tools that I have learnt so as to keep my staff motivated during this turbulent time. I will also not forge to provide legal and management issues and also the solutions available.

I will take it as a case study from the challenges that we are facing in our organization of Future solution to consider the feelings that are aroused by the current happenings in the cooperative society and how they affect the operations. In the report, I will also dwell on the management tools that I have learnt so as to keep my staff motivated during this turbulent time. I will also not forge to provide legal and management issues and also the solutions available.

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The problem that results from poor leadership

It is trite knowledge that for any organization to move to greater heights and accomplish its objectives, the top management must steer the leadership up the scale (Dickinson, 2016). In any given corporate organization that involves more than one person, the position that a leader occupies is not just to fill in a title. Instead, one must possess what it needs to encourage the team of colleagues and workers to have them give their individual input within defined timelines in accordance with the main goals and mission statement of the organization (Mooney, 2004). A good leader should work in a team of people. He should not work exclusively on his own. This forms part of behavioral theory of management. There is surely a big problem when the new chair, Griffins comes in with autocracy and radicalism in the management of the business (Edgell, 2012). In when the leaders had put in place and through writing on what they wanted to achieve within a particular time, they were continental in all their thoughts. Likewise, I observed that the organization did not achieve its target such as revenue collection whenever the top leadership was not pulling in the same direction. I also noted that elements of bad example existed as the leadership did not observe important factors of corporate such as time (Gray, 2016). This made some employees imitate the conduct of the leaders.

Action plan

The top management in order to cure leadership crisis has to closely supervise the employees as closer as they can. A structure is thus required so that hierarchy can be maintained and orders given and obeyed so as to streamline the operation of the organization (Blyton & Jenkins, 2007). The theory of X as was originated by McGregor might show that the workers are not likely to work with zeal without an incentive initiative, which is likely to compromise on the responsibility bestowed on them. In this theory, I observed that the managers of the organization believed that whenever things did not go their way, they put the blame on some people or an individual (Bhatia, 2008). The employees did not feel the positive influence of the top management as the later kept on being pessimistic on them for no obvious reason. In my own personal estimation and observation, I noticed that some mangers had the inherent tendencies of threatening the workers thus the morale of the employees depreciated. The actual plan that may remedy the managerial problem in the firm is that the employees must feel part and parcel of the organization. In essence, care should be taken while handling them since being human resource; they are the most important assets that the company had. The top management of our organization must recognize that the employees that they lead have full enjoyment of everything that they do perform in the organization (Currie, 2009).

Communication as a challenge

The manifestation of malady in communication in our company arises from the fact that the care workers complain that the visits are always cut short, and that they do not have enough time to communicate with the users. The reality of the matter is that communication is very important in any organization as it goes without saying that human race must give some form of communication in order to move on with the normalcy in life (Currie, 2009). The formulation of organizational objectives and plans are purposed when the entire organization puts its heads together to move the organization to the desired level. In the case study, the organization is one of the western sides of Wales. The overall effect is that information must be processed in a professional and confidential manner depending on whom it should reach (Clough, 2018). A strategy in communication that a n organization may put should be able to outline the manner in which it will cooperate with other third parties such as stakeholders. A strategically marshaled plan should summarize the objectives of the communication an established objective that the organization has put in place to ensure that information is passed and shared on a timely basis and that its authenticity is not in question. Despite the importance that attach with clear and effective communication, some challenges still exist in most of organizations and the case study is not an exemption either (Clough, 2018). In the case study above, I observed that the channel of communication was fine and the employees got to know the information on timely basis without much hindrance. This is because they had contracted highly qualified experts who could give advisory opinion on the modern equipments of communication in the market. However, one notable challenge was the channel of communication. There were times that the Chief Executive Officer could pass out information to the media even without doing comprehensive analysis on the issue together with the public relations department. Additionally, contradictory messages may bed to the staff thus the workers do not know who to follow, especially when the Board of Directors does not do due diligence over a matter. The result of failing to do due diligence made millions to be lost as they relied on unreliable information (Mullins, 2016).

Action plan

As a result, of the challenge that I always in the firm I worked for, I would propose that organizations we as an organization give priority to those who have unrivalled communication skills in key departments such communication. It must not be within the broad purvey of Public Relations as this department is hitherto controversial by nature that it always pleases only the political interests that the firm may be interested in (Flynn, 2016). Firms that face the same communication challenges as the firm I worked for can as well provide continuous training without necessarily being forced to take fresh university courses. Many experts and pundits have found out that whenever periodic training is given to the employees, they have the capacity to increase their communication intellectual (Clegg et al., 2011). Additionally, the organization should give communication prominence by elevating its importance in the organization. In so doing, the organization will be impacted positively in the sense that all key audiences, be it internal or external are fully informed and given proper engagement without delay. Also noteworthy, the action plan, which the company should put in place to rectify the messes I see everyday around, is that it should emphasize on the need for managers and workers in general to carry out their tasks willingly without compulsion when they are in a new surrounding that they are not familiar and used to. The influence that issues such as new technology brings into the emotional reaction of the workers is like itself a new environment albeit that they staff may just be in the same physical location as usual (Clegg et al., 2011). Furthermore, the officers at the human resource department are supposed to work hand in hand with those in charge with providing corporate services precisely the customer performance and care. The whole impact that this will have cannot be over-emphasized

as there will be coordinated plan on how to pass information whenever a program is in the offing and during the actual execution of the same (Martin 2009). I have given the above proposals to deal with the communication challenge that I witness in our noble organization, as I truly believe that it had its unique strengths on accessibility of modern equipment. The budget that the organization pumps into the Information and Technology department is overwhelming. Thus, it must brave, through its Chief Executive officer and other top management to optimally exploit the existing innovative youngsters who have recently joined the company with shining skills and also take notice of the need to promote the concept of reconfiguration in their program (Clegg et al., 2011). Also noteworthy action plan that the company should put in place to rectify the messes I see everyday around is that it should emphasize on the need for managers and workers in general to carry out their tasks willingly without compulsion when they are in a new surrounding that they are not familiar and used to. The influence that issues like new technology brings into the emotional reaction of the workers is like itself a new environment albeit that they staff may just be in the same physical location as usual.

Conflicts as a malady in the organization

Politics seems to have penetrated deep inside the operations of the organizations thereby affecting it gradually and steadily. Previously, our staff were corking continentally. Junior workers have begun to fight to the work of their colleagues in the senior position, without having due regard of educational standards expected (Flynn, 2016). As result of the debate on the Brexit, some of my colleagues have had an extended debate on why those deemed to be from outside take jobs that they deem to belong to the locals. As a result of failure to resolve the squabbles, the core objective of the cooperative society is in limbo and the workers are disillusioned. Fighting for positions has also been an element in which conflicts have arisen from. There seems to be interests that surely, people must have in the company, however, the manner in which the workers strive for them brings in a clear picture that we have not been civil enough in going for the available positions that come as a result of votes.

Action plan

We need not to avoid resolving any problems that result into conflict. As a leader, I want to endeavor to take an open formula. I would encourage my fellow managers and my seniors that if they have any issues with me in person, they should address it head on instead of turning into theatricals that negatively affect the day-to-day running of the cooperative (Clough, 2018). Care should be taken, as it may be inevitable to avoid conflict. The assertion is because where two or more people work; there are scenarios whereby they must not agree on all things. For instance, when I was informed that I needed to report as from 9-5, I have place myself in the shoes of my seniors and oblige where necessary. The larger picture of the cooperative’s objective is more important than my individual affairs (Currie, 2009). Where genuine concerns have been raised against me, I have no other option but to change positively. Other participants should also be encouraged to share their experiences.

Conclusion

In conclusion, I have given the 3 problems that hitherto face our cooperative (Future solutions) and therein provided various mechanism in which the management can use to correct the messes by way of action plan. It is noteworthy that in some tenets of this report, I have not expressly highlighted the theories in particular but I have applied them impliedly order to write this report. When the action plans I have given in respective problems are implemented in good faith; there desired change may ensure gradually if not suddenly.

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Reference

  • Bhatia, T. (2008). Theory X And Theory Y: Theories Of Employee Motivation. Retrieved [online] from https://empxtrack.com/blog/theory-x-and-theory-y-theories-of-employee-motivation/ [Accessed on 13th April, 2019].
  • Blyton, P & Jenkins J (2007) Key Concepts in Work, London, Sage. Clegg, S, Kornberger, M & Pitsis, T (2011) Managing & Organizations, London: Sage. Clough, D. (2018). Eight essential tip to resolve conflicts in the work places. Retrieved [online] from https://www.td.org/insights/8-essential-tips-to-resolve-conflict-in-the-workplace [Accessed on 13th April, 2019].
  • Currie, A. (2009). Communication Strategy. Retrieved [online] from http://www.hscbusiness.hscni.net/pdf/BSO122009_Communication_Strategy_and_Action_Plan.pdf [Accessed on 13th April, 2019]. Dickinson, H (2016) ‘Managing and Leading in Inter-Agency Settings’, Policy Press/Community Care.
  • Durden, O. (2019). The top Signs of poor Leadership. Retrieved [online] from https://smallbusiness.chron.com/top-signs-poor-leadership-31537.html [Accessed on 13th April, 2019]. Edgell, S (2012) The Sociology of work; Continuity and change in paid and unpaid work London: Sage
  • Flynn, N (2016) Public Sector Management London: Sage Gray, C (2016) 4th Ed A very short, fairly interesting and reasonably cheap book about studying Organisations , London: Sage
  • Martin J, (2009), Human Resource Management, London, Sage Mooney, G (ed) (2004) Work: Personal Lives and Social Policy Open University/Policy Press Mullins, L, (2016) Management and Organizational Behaviour. London:Pearson

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