LASA 1—Crisis Leadership or Risk Management Report
LASA 1—Crisis Leadership or Risk Management Report PRG211
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Date Created: 11/09/15
Running head: Organizational Issues 1 Assignment Grading Course: Name GFI Organizational Conflicts and Resolution Strategies Yours Name Professor’s Name [optional] University Organizational Issues 2 Executive Summary Global Finance, Incorporation is a financial Company and they have been their business of finance in Canada, the United States and Mexico. It’s a public domain company and do trading based on the NYSE (New York Stock Exchange) and focuses in financial management, loan application approval as well as wholesale loan processing for businesses and investment of money management for its valuable customers. Hence, Company is a financial services offering where most of the time customers have made directly interaction with Company’s employees which includes various departments; marketing, sales, finance, accounting, and support services; where all of the employees’ mandatory to talk politely with customers and to reach the organizational goals and such behavior is always be appreciable in any financial organization; (GFI, “About the Group”). GFI Organizational Conflict Since last two months, this financial organization have been facing disputes of organizational conflict by its staffs, it’s due to the organizational interactive aspects where many people are censuring that, higher management is not effective to listen them and don’t take any requests for which employees’ had gone for strike too and such issues are related to organizational behavior, workers personal aspects from organization, etc. which have created this situation of conflict; AFZALUR RAHIM, AND THOMAS V. BONOMA (1979). However, now situation is in control but not getting those results which was expected and resulting to continuously losing its business. Therefore, there is need to manage the situation by smearing the conflict resolution Organizational Issues 3 theories and models of conflict control because conflict is an essential force governing all the traits of life. Therefore, understanding and managing conflict is a energetic investment to improve GFI’s performance where effective conflict management can assist organization to keep in touch with new implementation and create suitable solutions for their threats where managing conflict, is a effective way to improve organizational decisionmaking system and staff allocation, such decision are useful to make organization more effective. Therefore, its goal is an attempt to explore the procedures for handling individual employees and collective conflict in organization with consideration to the pros and cons of different organizational practical approach to managing its employee relationship. Possible Risks and Mitigation Conflict within the organizational employment relationship has an important influence on theories of the commercial relations. It’s understood otherwise at totally different time i.e. unitary, pluralist, and interactionist views; Blake, R. and Mouton (1984). The traditional thinking of GFI’s conflict is that it's related to negative options and things that gave rise to unskillfulness, impotency or dysfunctional consequences that has ultimately a bad thing for GFI where unitary perspective is that to make early interpretation of conflict that amounted during the work by the employees and resulted as organizational harmful aspects where it should be avoid before arisen. According to this GFI’s current conflict, that is ostensible as negative outcome attribute due to poor communication, lack of openness between staffs and senior management, i.e. the Organizational Issues 4 shortcoming of superiors to reply as it was the need of employee aspirations and/or subordinates whom has created problems. Hence, these conflict are thought to become harmful. Theories and Models for Risk Mitigation in GFI Organizational Conflict Modern theories of conflict emphasize as a method which involve; thoughts, perceptions, spirits and intents of all participants. Conflict in organizations stems from organizations which come mostly from the other social factors; Costantino, C. A., and Merchant (1996). A total absence of conflict will result in apathy and lethargy. This outlook claims that conflict is stimulating and helpful as a result of it challenges the apathetic, wherever workers don't seem to be responding to alter. In fact, pluralists argue that conflict typically brings regarding necessary modification, increase cohesiveness and improves GFI’s working environment effectiveness. Hence, it's the device which might bring modification in individual and GFI’s work life. Interactionists delineate GFI conflicts as useful or constructive and to facilitate the attainment of organizational goal and to boost performance. So, this structural conflict might be thought of legitimate and ineluctable that may be a positive indicator of effective structure management and such conflict inside bound, limits the organizational productivity. Pondy's model support to GFI’s organizational conflict In 1967, Louis Pondy initiated one of the foremost wide accepted models of organizational conflict. In his lines which included his views in conflict may be a dynamic method that consists of five consecutive stages where managers could use Pondy's model to research a conflict and be guided to manage conflicts; Costantino, C. A., and Merchant Organizational Issues 5 (1996). The stage of perceived conflict begins once one partyindividual (employee) or cluster becomes aware that its goals area unit being defeated by the actions of another party. Its purpose at that members got to remember of drawback throughout the stage of felt conflict, the parties in conflict develop negative feelings regarding one another. Here, parties become showing emotional concerns and start to specialize in variations of opinion and opposing interests, sharpening perceived conflict and stages as mentioned below: Stage 1: Latent conflict Stage 2: Perceived conflict Stage 3: Felt Conflict Stage 4: Manifest conflict Stage 5: Conflict aftermath Relative Stages for GFI conflict: There are only two stages which have been required according to GFI’s organizational conflict as discussed below: Latent conflict, the first stage of Pondy's model often arises when a change occurs. Conflict might be caused by a budget reduction, a change in organizational thinking, a change in an employees’ personal goal. In the stage of manifest conflict, one party decides how to react or deal with other party that it sees the source of the conflict, and both parties tries to hurt each other and frustrate each other’s goals. Manifest conflict; take the form of a lack of cooperation between people or functions, a result that can seriously hurt an organization. It is found from the higher than mentioned organizational conflict, GFI has several faces and it's a relentless challenge for higher United Nations authorities unit to blame Organizational Issues 6 for achieving structure goal. Given the doubtless unquiet effects of conflict, seniors got to be sensitive. However it will be managed while not moving workers and organizational culture. Once a probably harmful conflict state of affairs exists, a manager get to involve in such conflict resolution. Recommended Conflict Resolution Strategies for GFI: There are several conflict resolution methods that are a uniquely defined in the market of conflict resolution theories. However, here I am thinking about those, which can be additional and economical to the present organization where GFI is facing problems to their internal level with its employees’ and better management. So, the few counseled resolution methods as below Lipsky, D. B., and Seeber, R. L. (1997): ACCEPTANCE: Organization ought to settle for their presently arisen problems then they will simply establish the issues that's typically easier and fewer time taken i.e. briefly run, there would be additional partaking methods with problems identification. DETACHMENT: One detaches from organizational conflict state of affairs which can typically result in inner peace and a way of freedom from being controlled structure atmosphere by different workers or external events. SOCRATIC APPROACH: This approach will be used as questioning vogue to find out additional changes regarding conflicts with the social relationship among workers wherever it’s a nonthreaten thanks to gather the knowledge which might facilitate organization gain insight and understanding. Organizational Issues 7 METACOMMUNICATION: There ought to be a spotlight on communication and/or relationship method instead of different stuffs of the organization that may stimulate discussion of underlying communication and relationship dynamics. BLAMING/DEFENDING: Individual worker ought to perceive the conflict problems, not solely to defend themselves and blame others for the present conflicts which enabled everybody to specific their purpose of view while not trying to resolve any responsibility for the conflict state. MAKING AMENDS: There ought to be atmosphere where people take their responsibility for his or her own, in the conflict state of affairs and do the things to create amends like apologize the worst things. Basically, it creates associate enhanced sense of fine that can be among participants within the conflict state of affairs and infrequently can openup a path for dialogue and sequent conflict resolution suggestions. SWOT Analysis The overall conflict evaluation of the GFI depends upon Strength Weakness, Opportunities and Threats i.e. called as SWOT Analysis. The SWOT Analysis enables a company to identify its current issues; need to understand that how should they don’t impact on organizational business in the market and adopt such strategies accordingly. Here SWOT analysis of GFI’s is made to understand the positioning of the organization; Blake, R. and Mouton (1984). This analysis is a commonly used structure in the business world for analyzing the factors that influence a company's position in the market with an eye to the future. Strengths: Organizational Issues 8 The widest range of financial services portfolio, Dominant in financial market Focusing on innovations and investment. Weakness: Lack in employee beneficial services Senior authority doesn’t involve junior employees in any decisionmaking process. Low salary and accommodation as compare to market Opportunities: Employee structure can be more healthy Workplace environment will be more motivated. Chances of more possible services or production Threats: Losing market benefits due to internal crisis Less motivation for employees. Organizational Issues 9 References (GFI, “About the Group”). Retrieved From: http://www.gfigroup.com AFZALUR RAHIM, AND THOMAS V. BONOMA (1979). MANAGING ORGANIZATIONAL CONFLICT: A MODEL FOR DIAGNOSIS AND INTERVENTION, Vol. 44, Issue. 3c pp. 13231344. Blake, R. and Mouton (1984). J. S. Solving Costly Organizational Conflicts: Achieving Intergroup Trust, Cooperation, and Teamwork. San Francisco: Jossey Bass, 1984 Costantino, C. A., and Merchant (1996). C. S. Designing Conflict Management Systems: A Guide to Creating Productive and Healthy Organizations. San Francisco: Jossey Bass. Lipsky, D. B., and Seeber, R. L. (1997). The Use of ADR in U.S. Corporations. (Executive Summary.) Ithaca, N.Y.: Cornell/PERC Institute on Conflict Resolution and Price Waterhouse LLP.