Training for newly formed teams to promote functional rather than dysfunctional conflicts

Organizational management is the process of managing resources by planning, leading and controlling techniques for achieving organization goals (Rahim, 2017). With the management of organizational activities, corporation can effectively keep control over the human resources and other related aspects of the business so as to obtain the competitive edge in the marketplace (Lumpkins, Baeand and Cameron, 2010). In this regard, present report is based on Australian based retailer; Woolworth which is the largest supermarket chain operating multiple stores in all over the world. By considering the example of mentioned organization, suitable training or ways to promote the functional conflicts have been explained. Apart from this, aspects of sustaining the ethical organizational culture are explained along with different negotiation strategies.

In every organization conflict is likely to occur because different members have different perspective and ideas which generates conflicts between them. These conflicts could be constructive or destructive depending on how it manages by higher authority. However, group decision or collective opinion tends to reduce the chances of dysfunctional conflicts and makes the conflict constructive (Forsyth, 2012). In this context, Woolworth is operating with the team of thousands of employees where it is normal to occur the conflict between team of different departments. At this juncture, HR management of the business provide training which ensure collaboration among groups and defines the intra competition in the team. In this context, different tactics like creating diverse team, role-playing, brainstorming, simulation game, case study and rewarding dissenters etc. (Deutsch, Coleman and Marcus, 2011).

Hr manager of Woolworth can generate functional conflict by creating a team with diverse expertise. Here, the diverse team can be more helpful wherein people with different background and abilities are involved. This diversity brings the new challenges in the workplace as well there are many benefits of diversity. It is beneficial because people with different background will come together and share their ideas in order to complete the work in the relatively less time (Deutsch, Coleman and Marcus, 2011). However, HR manager can also specify the capabilities and effective performance of particular employees in the training through which other group members will try to be the same. This way internal competition is promoted and functional conflict will be generated in the team (Treviño, Den Nieuwenboer, and Kish-Gephart,2014).

The brainstorming is the process of constructing the value insight through the discussion between group by focusing on the specific problem. Under the training method of newly formed team in Woolworth, the use of brainstorming might lead conflict to prove the effective point of view of team members related to any particular discussion (Goodboy, Chory and Dunleavy, 2008). These insights will although lead conflict but can also assists corporation in deriving the valid outcome through the reaching the conclusion (Jetten and Hornsey, 2014). However, brainstorming should be carried out by focusing the standards set by the organization so as to derive the valid outcome in the relatively less time (Creed, 2011).  It might also be possible that some employees carried those argument at workplace also and construct the dysfunctional conflicts. For this purpose, HR manager will ensure in the training that team should focus on the collective objectives along with the personal as well as professional growth. This proves to be effective in reducing the chances of conflicts in the team. This would facilitate in making the newly formed team comfortable to work with the Woolworth and develop a strong bond which contribute towards achieving the organizational objectives (Rahim, 2017).

Promoting and sustaining organization culture

Under the initial training of newly formed team, HR manager can also set the individual targets related to learning and provides the opportunity to do the critical analysis of others’ learning approach. This would definitely promote the conflict but employees would explore the chances of development (Lumpkins, Baeand and Cameron, 2010). At this juncture, open discussion can also take place wherein all workforce gets chances to provide the recommendation on the basis of personal assessment related to the learning abilities of other group members. This would not only help in understanding others, rather positive relationship will be developed and scope of dysfunctional conflict will be reduced (Clercq, Thongpapanl and Dimov, 2009).

Ethical organization behavior refers to certain pattern of working and culture of an organization to get the work done. For this purpose, specific guidelines are set through which companies can effectively communicate those standards among employees so as to define the desired behavior and attitude. The key elements of ethical climate or an organization culture consists of core ethical values, ethical programs and ethical leadership. Here, being international business, Woolworth adopt the participative culture whereby employees are provided extensive support but with the proper communication related to ethical standards. In this context, for the consistent performance of organization, it is essential for HR manager and higher authority to promote their ethical organization culture and train the employees accordingly (Treviño, DenNieuwenboer and Kish-Gephart, 2014).

In order to promote and sustain an ethical organization culture, HR manager of Woolworth needs to follow constant communication about the ethical values, vision and goal of organization. This would make the employees aware of ethical standards and strict regulations of the business while dealing with customers and completing any other related work.  In this context, a session of training will be organized about the importance of ethics in Woolworth whereby employees will get the specific information about the code of conduct. For instance, any misconduct from the end of employees is punishable and misbehavior with customers might lead cessation of workforce. These clear-cut communication regarding ethics would be helpful for personnel to shape their attitude and apply the behavior accordingly (Trevino and Nelson, 2016). At this juncture, it should be clearly mentioned that customers should be satisfied by offering the quality services and right products rather getting their positive feedback on the basis of personal relationship.

The training session related to ethical culture should provide the information about the ethical dilemma whereby personnel understand to take the right decision. At this juncture, appropriate criteria to take the right decision are analyzed and communicated through which ethical culture is sustained. At the same time, employees following the ethical standards should be recognized and appraised so that newly formed of Woolworth get the role model. Here, role model plays important role in sustaining the ethical culture because employee consider their view point and pattern of working while taking decision in the complicated situation (Creed, 2011). It indicates that ethical leadership has vital role in the growth and success of the business because leaders reflect the image of the business in the marketplace (Schwartz, 2013). At this juncture, management can take the reviews from customers and accordingly let the team members know about ethical issues which are being faced in the business (Shapiro, Stefkovich, and Gutierrez, 2014). Therefore, by adopting the ethical leadership and ethical values, Woolworth can effective design its ethical program so as to sustain the ethical culture in the business.

In order to sustain ethical culture, management of Woolworth will reflect its organization culture in its decision-making procedure (Verbos, Gerard, Forshey, Harding, and Miller, 2007). For instance, the higher authority will also be fired for its misconduct or unethical behavior which serves as the lesson for workforce. Apart from this, core ethical values including respect, fairness, trustworthiness and responsibility are considered by all firms through which they can sustain the ethical organizational culture. These come under the ethical values which defines the culture of an organization and enable all employees to work on the basis of those set values (Schwartz, 2013). Therefore, ethical values should be incorporated in the training program of Woolworth through which ethical culture is sustained with the boosted morale among employees.  

Negotiation is the process to bargain between two or more parties for attaining the common objectives. This consists of two different strategies such as integrative and distributive negotiation where the former strategy emphasizes on high degree of importance with negotiation partner. Also, it focuses on collaborating and generating number of outcomes for resolving the issue related to conflict at workplace. In this context, distributive negotiation takes relatives less time along with the maximum chances of winning. However, the situation related to conflict in the organizations like Woolworth requires the open communication through which corporation strive on brining the change. For this purpose, the aspect of integrative negotiation can be helpful (Saee, 2008). However, the negotiation or situation related to conflicts requires the win-win solution so as to boost morale of employees and make them focused towards the task allocated to them. On the basis of above discussion, conflict resolution can be done with the help of appropriate negotiation strategy. This would be helpful in meeting the expectations of all related parties. For this purpose, it is crucial to select the appropriate negotiation strategy (Goldberg, Sander, Rogers and Cole, 2014). By considering the view point of different parties and boosting the morale of employees, distributive negotiation strategy can be helpful or effective (Lewicki, Saunders, Minton, Roy, and Lewicki, 2011).

As Woolworth have been very vocal about taking supplier on long term which requires more collaborative customer lead strategy. This might give rise to conflict among clients and suppliers or company. For this purpose, integrative strategy can be more effective since it relies on the open communication through all parties get the clarification related to the matter of concern (Ramsbotham, Miall and Woodhouse, 2011).  Also, for resolving the labor dispute with union and other group, HR manager of the Woolworth have to apply collaborative approach where both the parties feel their importance as their view points are considered (Lewicki, Saunders and Minton, 2011). On the contrary, most of the negotiations get failed due to ignorance to the others’ needs. This in turn increase the dissatisfaction among newly formed team which may lead to high employee turnover in the companies like Woolworth. Therefore, it is imperative to understand the perception of each party without considering emotions. For instance, facts and figures related to conflicts should be presented among all the parties so they can get the proper clarification (Wallensteen, 2015).

The negotiation strategy as distributive may be backed by doubts through which successful outcomes are created. These doubts give rise to detailed discussion about the conflict or issue took place in the organization. It facilitates in inviting the views and suggestions from different parties so that mutual agreement can be formed so as to derive the valid outcome (Goldberg, Sander, Rogers and Cole, 2014). At this juncture, cultural diversity can also be ensured through which people from different culture will be integrated and they will be made understood regarding the issue took place in the organization (Orthel, 2016). At this juncture, equality, value and price are important which must be considered before proceeding with the solution of any conflict (Goldberg, Sander, Rogers and Cole, 2014). This proves to be effective in meeting the expectations of different stakeholders associated with the Woolworth. For instance, ethical leadership in the company shift its focus towards the value from the price. This helps in valuing the associated stakeholders and increase their worth in the corporation. Yet, somewhere the dominance is also important which helps in saving the time rather wasting huge time in resolving the senseless conflict.

Conclusion

This report concludes that the functional conflicts are very helpful to increase the healthy relationship, morale and commitment of employees towards the organization. For this purpose, standard training program is scheduled through which newly formed team is made aware of the issues related to conflicts and effective approach is communicated so as to take out the constructive outcome. It can also be concluded that ethical program, ethical leadership and ethical core values are important for sustaining the ethical organizational culture. This contribute towards creating the brand image of the business and boost morale of the newly associated team in the organization. Apart from this, distribute negotiation can be effective conflict resolution strategy as it takes less time and provide the win-win solution.

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