1. Conflict resolution is central to politics of management in organizational be
ID: 378084 • Letter: 1
Question
1.Conflict resolution is central to politics of management in organizational behavior. What are the primary sources of conflict in organizational culture? What are your strategies for successfully resolving conflicts through change theory?
2.Motivation is a central issue regarding the management of organizational behavior. Describe and explain several "models" or approaches to motivating employees and other key stakeholders. Compare the strengths and weaknesses of the various approaches that you believe are important in relationship building.
3.Budgeting: describe the advantages of budgeting and the challenges presented by the human aspects of budgeting. What are the uses of the budget and the budgeting process? What are the differences in operational vs. capital budgeting?
4.In the age of globalization, describe the nature of the problem of cross-cultural team-building and by implication cross-cultural negotiation? In your view what are the best strategies for accomplishing cross-cultural team building?
5.Reorganization stemming from the merger and acquisition of organizations is a central issue for managing organizational behavior and core elements in the healthcare market. What are the major problems? In your view what might be some effective strategies for successfully accomplishing merger or acquisition?
6.Following a merger/acquisition, what types of marketing strategies would you employ to successfully and positively market the new organization and/or acquired organization? Discuss internal vs. external marketing.
7.It is essential that leaders are able to evaluate the outcomes of programs and projects. This is an area that many leaders fall short upon. Discuss how project goals are integrated in program evaluation. Include thoughts on how you will articulate and develop organizational programs and goals. How do objectives align with achievement of goals?
8.Technology and informatics will continue to shape and redefine healthcare in the coming years. Discuss how leaders must position themselves in the utilization and implementation of technology and informatics within healthcare. Provide an example of project management goals when implementing a new piece of technology. What considerations must be taken into account through the selection and implementation of new healthcare related software?
9.Our human resources are a key strategical component for each organization. Our goal is to retain good employees. Discuss human resource issues that might arise within an organization. Provide an example of how leaders will navigate through these issues to retain employees and prevent turnover.
10.The regulatory environment is ever changing in healthcare. The collection of data to support quality improvement efforts is a core function of healthcare leaders. Discuss regulatory and quality impacts that leaders must be monitoring in an organization. Provide an example of data that would be utilized to drive decision making for a leader within a healthcare organization.
11.Healthcare policy at the organizational, state and national levels continue to evolve. Leaders must engage in policy discussions and decisions to move healthcare care delivery forward. Discuss current policy concerns that are impacting healthcare. How are leaders involved in policy development? Provide an example of how you will evaluate, advocate for, and support organizational/governmental policy to improve health care delivery and population health outcomes.
12.Your professional development and ethical development is essential throughout your professional career. Discuss how you will uphold ethical principles and corporate compliance standards as you emerge as a new healthcare leader. Provide an example.
13.Strategy and vision is what moves our organizations forward. Leaders need to provide a clear vision, but we must collaborate and share that vision. This takes communication and relationship building. Discuss how you will create a shared vision that strategically aligns with an organization. Provide an example(s) of activities that support shared vision, communication and collaboration.
14. We must develop programs and projects from evidence. Healthcare is an ever-changing world that must be based upon evidence-based practice. EBP takes into account the views of the patient, the provider and results from literature/evidence. Discuss how you plan to utilize and promote EBP into your future leadership practice.
Explanation / Answer
Conflict is defined as a process that begins when one party is under the assumption that the other party shall conversely affect or may get conversely affected with what the first party hold as a perception. It is hence a moment of a continual process when an interaction does not remain an interaction anymore, but instead surpasses the stage of interaction to be now regarded as an interparty conflict. It encompasses a wide range of conflicts that people experience in organizations such as incompatibility of goals, differences over interpretations of facts or disagreements based on behavioral expectations.
There are various sources of conflicts such as:
· Unionization
· Interpersonal
· Organizational factors
· External Factors
· Change or Trends
· Poor communication
· Lack of openness
· Failure to respond to employee needs
· Inferior performance
· Limited Resources
· Exploitation
· Stress
· Job-dissatisfaction, etc.
Hence following are my strategies for successfully resolving conflicts through change theory:
· In case of a Planned change where activities are intentional and goal oriented, the goals should be improving the ability of the organization to adapt to changes in its environment and changing the behavior of individuals and groups in the organization.
· While in case of the Change agents where persons who act as catalysts and assume the responsibility for managing change activities, various other options could be applied.
When a sense of urgency is established in the Organization, the culture change effort would first be attempted to convince the Organization the need of the change in the Organization such that the employees are in the position to realize that change is the only solution for the survival and growth of the Organization which in turn, shall have a positive effect upon their professional growth. Hence, to the efforts taken by the Organization to reason with the employees for the implementation of change, the outcome could at least be that the employees are in the knowledge as to why change is inevitable.
The drivers for the Organizational culture change efforts have mainly been leadership, innovation and motivation. Leadership is an art by way of which a leader can mould, direct and inspire others with a vision to create either something new or to realize the goals in more efficient and smoother way. Leaders can create a climate of trust and facilitate relationships among people in a work team by establishing certain set of Leadership Values in the Organization that regards to both ethics and job activities. Also, there should be a clear vision of leadership in order to foster the climate of trust and relationship. Accordingly, the vision of the leadership system could be to bring about an culture change by integrating the law and technology into leadership practices in order to positively impact the changes in the approaches that can be thus used to bring about the desired change. Leadership can therefore give rise to motivation of the members to bring the culture change.
On the other side, Innovation means application of viable new or unknown ideas to explore the new ways to accomplish goals of a business or an activity. In the field of business, the innovation process initiates with the generation of Idea and conceptualization in terms of implementation of the same while on the other side, to implement the Innovation, change could be one of the most inevitable methods. Change is the process of making things different. Change could be a planned one wherein Planned Change activities that are intentional and goal oriented are considered while it could also be change agents where the persons who act as catalysts and assume the responsibility for managing change activities are considered.
With regards to the managers to influence the culture change in the Organization, the change effort needs to be directed towards forming a coalition with enough power such that it makes the Management possible to handle the natural reaction expected from its employees that is ‘resistance to change’. The coalition would be such that it enables the Management to have an upper hand over the employees to ensure that the change is implemented successfully. As against this, the outcome either would be that the employees may show resistance by putting their papers and walking out of the Company or by going to strikes, at its extreme levels. Other Forms of Resistance to Change would be as under:
– Overt and immediate
• Voicing complaints, engaging in job actions
– Implicit and deferred
• Loss of employee loyalty and motivation, increased errors or mistakes, increased absenteeism
Therefore, the primary role that is needed to be undertaken in the managers would be to establish the culture change, would include improving the ability of the organization to adapt to changes in its environment while changing the behavior of individuals and groups in the organization since people are usually resistance to change. The other roles of managers in organizational culture change efforts would be as under:
· These steps may also vouch for willing cooperation of the workers towards the training process to a great extent:
o Education and communication
o Participation
o Facilitation and support
o Negotiation
o Manipulation and cooptation
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