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?

Answer:

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