Suppose you are a senior manager in a global management consulting company. Which conflict management style do you think is the best and would you adopt? Justify your answer.
Managers should possess powerful competencies in order to deal with organizational conflicts. A senior manager in a global consulting firm should use the best conflict management style in order to deliver positive results. As a senior manager, I will embrace the use of collaboration. Spaho indicates that “a collaborative conflict management approach promotes powerful practices such as cooperation and teamwork to help individuals achieve their potentials without affecting the existing relationships” (104). This style will make it easier for me to address the needs of the affected parties. I will also promote the best environment for conflict resolution. The affected persons will be involved throughout the conflict resolution process.
The reason why I have selected this style is that international companies provide quality services to individuals from diverse backgrounds. A collaborative strategy will empower more individuals from different backgrounds. The concept of teamwork is also promoted thus retaining the most desirable relationships (Spaho 107). The stakeholders will be encouraged to address their disagreements. The approach will produce meaningful solutions (Spaho 108). The involved parties will get useful suggestions and ideas. I will also use the style to deal with hard feelings, hatred, and animosity. This conflict resolution technique can deliver positive results within a short time. The only weakness is that the conflict management style consumes a lot of time (Schein 64). However, the most important thing is to promote appropriate practices that can address the conflicts affecting the targeted firm. A global management consulting firm supports the needs of many people (Thomas 6). This conflict management style will eventually make me a successful senior manager at the company.
Assimilation is one of the main strategies that can be used in merging organizational cultures. Based on your study answer the following sub-questions:
In which situations do companies tend to adopt assimilation strategy normally?
When merging organizations, several approaches should be used in order to produce positive results. Assimilation is used when the “employees at the acquired firm are ready to embrace the values and cultural practices of the acquiring company” (Sulkowski 65). More often than not, assimilation is used when the acquired firm is characterized by a dysfunctional or ineffective culture. On the other hand, the acquiring company should have a strong culture characterized by appropriate values and practices. Assimilation reduces culture-clashes and misunderstandings (Stok et al. 309). This strategy is widely used by Sun Microsystems whenever acquiring smaller firms.
Suppose that an organization desires to develop its own organizational culture. As a consultant what are the main elements of organizational culture would you recommend to be nurtured? Support your answer by a clarifying example for each.
As a consultant, I will recommend specific elements to an organization that plans to develop a new culture. The first focus will be on the most desirable values. Such values should be shared by every stakeholder in the organization. Some of these values include business views, philosophies, and goals. Such values will be used to develop the most appropriate mission statement. The other “important aspect of an effective organizational culture is the presence of rituals and rites” (Serrat 2). These aspects include celebrations that can promote teamwork. The workers will be encouraged to have a sense of inclusion. This approach will ensure every employee becomes part of the organization.
The other critical aspect to consider is communication. I will encourage the targeted firm to establish efficient communication channels. Social interaction and collaboration will be part of the communication agenda. Norms will also be established in order to govern every rule, practice, relationship, and standard at the organization. I will encourage the managers to “embrace the power of stories and myths” (Schein 72). Such stories will promote the best organizational culture. The firm will also be encouraged “to celebrate its legends and award top-performing employees” (Serrat 3).
Works Cited
Schein, Edgar. Organizational Culture and Leadership. New York, NY: John Wiley and Sons, 2004. Print.
Serrat, Olivier. “A Primer on Organizational Culture.” Knowledge Solutions 1.1 (2009): 1-4. Print.
Spaho, Kenan. “Organizational Communication and Conflict Management.” Management 18.1 (2013): 103-118. Print.
Stok, Zlatka, Mirko Markic, Andrej Bertoncej and Maja Mesko. “Elements of Organizational Culture Leading to Business Excellence.” Zbornik Radova Ekonomskog Fakulteta 28.2 (2010): 303-318. Print.
Sulkowski, Lukasz. “Elements of Organizational Culture: Theoretical and Methodological Problems.” Management 16.2 (2012): 63-71. Print.
Thomas, Kenneth. “Making Conflict Management a Strategic Advantage.” White Paper 1.1 (2014): 1-9. Print.