ENVIRONMENTAL PRESSURE

Environmental Pressure

Introduction

Managing a company is a critical task and there are several issues that leaders and managers should look at while making decision. In addition, a key to success is proper planning while keeping all aspects of the organization in mind. The following paper discusses the company, in which I am currently working. The discussed topics are negotiation strategies for addressing potential conflicts, application of evidence-based management on the selected company. In addition, we have also analyzed the blocks, stages, and methods for creative decision making, employed by the management of the company. In addition, the environmental and strategic factors that affect the organizational design are also discussed.

Negotiation Strategies to Address Potential Conflicts

Conflict is normal in a dynamic company, where ideas flow. The absence of tension would even rather bad sign. The notion of conflict is key and core of the thought of Psychology Social. Conflict is inherent in the interaction of man. Conflict pertains to different interests and opinions between two or more parties on a particular situation or issue. It involves thinking and action of those involved. There are different types of conflicts that arise while managing a project some of them are constructive and some destructive (Avruch 2008). The scenario chosen for the purpose of this paper is the conflict between team members in the company where I currently work. The company is XYZ and I have been working in the company for one year.

Conflicts exist whenever and wherever people have contact. Because people are organized into groups to seek a common mind, the likelihood of conflict increases greatly. The conflict has a negative connotation for many people. All conflicts are not the same, they vary and in many respects, facing towards conflicts at all levels. We have disagreements with family, friends and co-workers. "Conflicts are rarely resolved easily. People can get upset with people with whom they are having frequent contact and can tolerate at first their behavior in daily basis, until a situation arises in which strong feelings are the main problem. Such situations revolve almost inevitable that sooner or later will damage within any project or program (Black 2008).

Typically, Interest-based Conflicts arise between teams within the company. These conflicts are about the actual or perceived competition by different people or groups have conflicting interests over the content or procedures work, how they evaluate the work and people. Possible management interventions recommended in such conflicts are to define objective criteria for ordering and assessing tasks, focus on interests and not positions of people and develop solutions that integrate the interests of different parties (Hood 2005).

All people do not react the same way to situations of conflict. The behavior "personal response" is what is called style in conflict management". Under this approach, the "conflict management styles" move on two dimensions: interest (priority) for one's goals and concern for people (relationships). The research suggested "Managerial Grid" as a leadership that should be "focused on the tasks (results)" and "people-centered" (Hood ...