Conflicts avoidance in the work environment is impossible because of the increased aspect of work teams. According to Thakore (2013), conflict refers to the contest between two parties or individuals who have opposing ideas, needs, beliefs, goals, as well as values. Thus, good management of conflicts is necessary to maintain a high performing team.
In the home care company, the managers have expressed negative attitudes, hostility, rivalry, and antagonism. The managers who have been in the company for ten years feel that they know much, while the new leaders are afraid of making errors as the information is not charted as expected. Therefore, the company is ineffective in its operations due to the intergroup, intragroup, and intrapersonal conflict.
Delegate your assignment to our experts and they will do the rest.
Intergroup conflict, which occurs among people in a different group is one of the problems affecting the home health company. The intergroup conflict exists between the eight managers who have been in the company for over ten years and the rest of the company employees (Thakore, 2013). These eight managers are affecting the integration and coordination of the company by instructing their employees to continue implementing the old techniques in charting, while the rest of the managers and their followers are embracing change.
Intragroup conflict is another problem in the home health company. This company consists of one team, which consists of 27 managers and three standard shifts. This team is experiencing a task conflict, in which members have different ideas, viewpoints, and opinions concerning the revamped process (Thakore, 2013). Opinions offered against the new process are, increased errors and cumbersome while the rest of the team members are willing to implement the new technique.
The ethical model is the best decision-making technique the home health company can adopt to solve their conflict. Verma (2014) refers to the ethical model as a logical procedure, necessary in reducing the emotional effect on the decision-makers' rational way of thinking. This model is necessary for home health company as it stresses that all managers in the company should be involved in the decision-making process to ensure that they do not feel as if the decisions are imposed on them or made on their behalf.
Additionally, the ethical model encourages cooperation and collaboration, in which all people share their ideas thus, important in developing a solution, which is easily acceptable by various parties. Nonetheless, the model incorporates several steps that guide the whole process of decision making, thus systematic and gets rid of the emotional effects of the managers in the home health company (Verma, 2014). Therefore, the ethical model helps in solving the conflicts in the home care organization while helping maintain an ethical environment, thus increasing the company's overall performance.
The home health company would adopt the distributive negotiation approach if the company wanted to find value for the already invested 750,000 in the new system in which they would distribute a fixed amount of worth. The leaders of the company would take a fixed position on the decision while knowing that the old managers would be against it but still do not seek to obtain a deal with them (Park et al., 2019). In this case, one side would win while the other loses. However, this approach hinders collaboration, and it fails to build trust.
The integrative negotiation technique would be the appropriate approach in this scenario.
This approach involves both groups under conflict in the home care company in the bargaining process, thus leading to mutual gains (Park et al., 2019). Every potential value is aired and assessed to help develop mutually satisfactory results that are beneficial to all the parties involved. The integrative approach develops trust as well as a good working relationship among the company managers. Therefore, it is the best approach to uniting the company managers who have been in the company for more than ten years and the other employees.
References
Park, J., Rahman, H., Suh, J., & Hussin, H. (2019). A Study of Integrative Bargaining Model with argumentation-Based Negotiation. Sustainability , 11 (23), 1-21. https://doi.org/10.3390/su11236832
Thakore, D. (2013). Conflict and Conflict Management. IOSR Journal of Business and Management (IOSR-JBM) , 8 (6), 7-16. Retrieved 29 October 2020, from http://www.iosrjournals.org.
Verma, D. (2014). Study and Analysis of Various Decision Making Models in an Organization. IOSR Journal of Business and Management (IOSR-JBM) , 16 (2), 171-175. Retrieved 29 October 2020, from http://www.iosrjournals.org .
