Analyzing Conflict Management in Manufacturing Decisions

1 Week 5 assignment: Case analysis chapter 9 & 10 EDI Roberts Johnson & Wales University MGMT5800: Effective Leadership Professor Frank Satterthwaite February 11, 2024

2 Case Study Analysis: Who Wins? Introduction In the scenario provided, Ben Davidson and Casey Sarr are faced with a significant decision regarding the future of Bishop’s Engineered Plastics' manufacturing operations. The conflict arises between Joan and Robert, who advocate for different approaches: continuing operations in China or reshoring them to the United States. This analysis will explore the conflict management styles among the board members, evaluate the options available to Ben and Casey for resolving the conflict, and assess the potential effectiveness of suggesting "disagree and commit" as a strategy for moving the team forward. Conflict Management Styles Several conflict management styles are evident among the board members: Competing: Joan adopts a competing style by advocating for reshoring manufacturing operations to the United States. She emphasizes the benefits of bringing jobs back home and presents her argument forcefully (Daft, 2023). Avoiding: Robert appears to adopt an avoiding style by expressing concerns but not actively advocating for a particular solution. He acknowledges the challenges in China but does not offer a clear alternative or engage in direct confrontation with Joan. Collaborating: Ben and Casey demonstrate a collaborative approach by seeking compromise and considering the interests of both sides. They recognize the strengths and weaknesses of each argument and advocate for finding common ground (Daft, 2023).

3 Options for Resolution Ben and Casey have several options for helping resolve the conflict between Joan and Robert. Facilitate Dialogue: They can facilitate open dialogue between Joan and Robert, encouraging them to express their concerns and perspectives. This approach allows for a better understanding of each other's viewpoints and promotes collaboration (Daft, 2023). Mediation: Ben and Casey can function as mediators, assisting Joan and Robert in finding a mutually acceptable solution. By guiding the discussion and offering suggestions for compromise, they can help bridge the gap between the two sides. Seeking Expert Advice: They can suggest seeking expert advice or conducting a comprehensive analysis of the pros and cons of each option. Bringing in external consultants or conducting market research may provide valuable insights for making an informed decision (Daft, 2023). Conflict Resolution Styles To address the conflict, Ben and Casey can adopt a combination of conflict resolution styles. Collaboration: By actively engaging both Joan and Robert in problem-solving and seeking compromise, Ben and Casey demonstrate a collaborative approach. This style focuses on finding win-win solutions that address the concerns of all parties involved (Daft, 2023). Compromise: Ben and Casey may need to compromise on certain aspects of the decision to reach a resolution. This involves making concessions and finding a middle ground that satisfies the core interests of both Joan and Robert. Assertiveness: While advocating for compromise, Ben and Casey may need to assertively challenge rigid positions and encourage flexibility. Assertiveness ensures that all perspectives are considered and prevents one side from dominating the discussion (Daft, 2023).

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4 The Role of "Disagree and Commit" Suggesting that members "disagree and commit" could help the team move forward toward a good decision. This approach encourages open debate and disagreement during the decision-making process but requires unanimous support for the final decision once it is made (Daft, 2023). By fostering a culture of constructive dissent and collective commitment, "disagree and commit" ensures that all perspectives are considered while maintaining unity and alignment towards the chosen course of action. Conclusion In conclusion, effective conflict management is essential for navigating complex decisions within organizations. By understanding the conflict management styles of board members, exploring options for resolution, and considering strategies like "disagree and commit," Ben and Casey can help Joan and Robert resolve their differences and reach a consensus on the future direction of Bishop’s Engineered Plastics. Case Study Analysis: New Performance Objectives Introduction The provided scenario depicts a common challenge faced by educational administrators: the implementation of new initiatives amidst varying reactions and perceptions among staff members. Superintendent Porter of the Carville City School District issues a directive for teachers to develop performance objectives, triggering a range of responses, including frustration and dissatisfaction among some teachers. This analysis will delve deeper into the email communications of Superintendent Porter and Principal Weigand, propose a comprehensive response to the concerns raised by an angry teacher, and explore alternative communication

5 channels that could have been utilized to convey the new performance objectives more effectively. Evaluation of Email Communications Superintendent Porter's email serves as a formal communication channel to disseminate information regarding the development of performance objectives (Daft, 2023). While it effectively outlines the directive and sets a clear deadline, its impersonal tone might lead to feelings of disconnection among teachers. The lack of contextualization and personalization could contribute to perceptions of being undervalued and overwhelmed, potentially impacting morale and motivation. Principal Weigand's email, serving as a bridge between Superintendent Porter's directive and the teachers, conveys logistical details such as the training session and deadline for submission. However, it fails to address potential concerns or provide rationale behind the directive (Daft, 2023). A more empathetic and contextualized approach could have mitigated negative reactions and fostered a sense of understanding and collaboration among teachers. As a teacher receiving these emails, one might feel a sense of frustration and disengagement. The directive appears to add to an already heavy workload without considering existing responsibilities or challenges faced by teachers. Moreover, the impersonal nature of the communication might amplify feelings of isolation and disconnection from the decision-making process, potentially leading to decreased morale and motivation. Response to the Angry Teacher In response to the angry teacher's email, Mr. Weigand should adopt an initiative-taking and empathetic approach. He should acknowledge the teacher's frustrations and validate her

6 concerns, demonstrating empathy and understanding (Daft, 2023). By expressing appreciation for her dedication and talent as a teacher, Mr. Weigand can reaffirm her value to the school community and mitigate any feelings of being undervalued. Furthermore, Mr. Weigand should offer support and resources to address the teacher's concerns, emphasizing the importance of collaboration and open dialogue in finding solutions. By inviting the teacher to share her perspectives and ideas for improvement, Mr. Weigand can empower her to be part of the decision-making process, fostering a sense of ownership and engagement. Communication Channel Selection To convey the new performance objectives more positively, a combination of communication channels should be utilized. While email serves as an efficient means of distributing information, it lacks the personal touch needed to address concerns and build morale effectively. In addition to email communication, Mr. Weigand should organize face-to-face meetings or professional development sessions where teachers can receive training on developing performance objectives and engage in open dialogue with school leadership. This direct interaction allows for immediate feedback and clarification, fostering understanding and collaboration among staff members. Mr. Weigand should establish regular staff meetings or forums where teachers can voice their concerns and provide feedback in a supportive and constructive environment. This promotes transparency and inclusivity, ensuring that teachers feel heard and valued in the decision-making process (Daft, 2023).

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7 Conclusion In conclusion, effective communication plays a crucial role in implementing new initiatives within educational settings. By evaluating email communications, responding empathetically to concerns, and utilizing a variety of communication channels, school leaders can enhance morale, foster collaboration, and promote a positive school culture. It is essential for educational administrators to prioritize effective communication strategies to address the diverse needs and perspectives of staff members, ultimately leading to improved outcomes for students and the school community. References Daft, R. L. (2023). Leadership: Theory and Practice (9th ed.). Cengage Learning.

8 Case Source: Leadership Skills Application: Cases for Analysis, Chapter 10, "Who Wins? Group" Daft, R. L. (2023). Leadership: Theory and Practice* (9th ed.). Cengage Learning. Case Source: Leadership Skills Application: Cases for Analysis, Chapter 9, "Who Wins?"

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