Choosing a proper management strategy is never easy, especially when a company is facing an obvious crisis, even though the latter might take rather mild and local forms. Because of the lack of cooperation between the members of the Recreation and Wellness Intranet Project, the company is facing a serious threat of being torn apart in the process of the conflict.
Therefore, choosing the right management strategy for the company to get back to its routine course is crucial. Unless a proper stakeholder management strategy is chosen for the Recreation and Wellness Intranet Project, the latter can possibly lose some of its most valuable staff members, which means that a proper strategy must be developed to satisfy the needs of each member.
It seems that at present, it is best to adopt a stakeholder management strategy that will presuppose that each of the stakeholders have the equal amount of power over the exiting project and are free to shape it according to their needs (Freeman, 2010). However, in the light of the fact that one of the stakeholders, i.e., the user group supporter of the project, bothers the rest of the tam with his excessive activity, it will be reasonable to introduce certain restrictions, i.e., the necessity to pass a judgment based on a compromise, etc.
As it has been mentioned, the members of the group clearly have issues concerning the communication process, since one of the members clearly demands that (s)he should constantly be in the limelight, while none of the team members argues against the given demand.
That being said, it is reasonable to suggest that a communication management plan should be created to address the specified two problems. To be more exact, it is necessary to deal with the hyperactivity of one of the staff members and increase the level of engagement of others. To achieve the given goals, the manager will have to complete the following steps:
- Improve the relationships within the team;
- Re-introduce the corporate values;
- Make sure that each of the team members is assigned with a specific goal;
- Stress that each of the staff members has equal rights to voice his/her opinion, while the manager must decide what choice must be made;
- Provide a template with the help of which every employee can express his/her ideas concerning the working process and/or the relationships between the staff.
With these steps, more objectivity and democracy can be introduced into the team.
Unfortunately, conflicts among the staff are not the only problems that one can face in a workplace (Masters & Albirght, 2002); triggering much more drastic consequences, conflicts with clients need a much more detailed action plan and much more difficult decisions to be made. With that in mind, the Recreation and Wellness Intranet Project must consider at least two approaches that can help the staff handle a “difficult” client.
Most likely, these are going to be: 1) keeping polite and calm tone no matter how the client is going to rage; 2) seeking compromise and agreeing to provide a refunded; however, a thorough consideration of the issue must precede the refund. Once the afore-mentioned strategies are put into practice, one will be able to see that the conflict within the team will dissolve and the relationships between employees will improve.
Reference List
Freeman, E. R. (2010). Strategic management: A stakeholder approach. Cambridge, MA: Cambridge University Press.
Masters, M. F., & Albirght, R. R. (2002). The complete guide to conflict resolution in the workplace. New York, NY: Library of Congress.