Leaders face numerous challenges that present an opportunity to utilize their problem-solving skills and conflict management to enhance the success of the business. Denise Morrison is a leader characterized by the desire to achieve her ambitions and not allow challenges to interfere with her plans. Being determined and hardworking has enabled her to overcome organizational problems and conflicts. She utilizes creativity and encourages her followers to work based on what they believe can enable the business to succeed. I have some of the traits and features similar to those of Morrison in conflict management and problem-solving. Morrison and I share some traits and features in conflict management and problem-solving, and also, we have different ways of dealing with challenges facing us.
Analysis of Dennis Morrison’s Problem-Solving Skills
Recognizing and dealing with problems in a creative manner while leading an organization is essential. When it comes to problems that might interfere with Campbell Soup Company, Morrison always had a plan on how to solve the issues. She believes that solving problems requires courage, and Morrison views that "in dealing with risk adversity, you need to demonstrate leadership courage and failure is okay if you learn from it” ( Gray, 2015 ). We are afraid to take risks because we how a particular problem might turn out. On the contrary, Morrison solves the organizational challenges by using the “play it safe” culture of empowering employees to think and act boldly to issues affecting the business ( Gray, 2015 ). The important part of the problem-solving technique utilized by Morrison is based on the strategy of innovativeness. She developed a new culture of creativity while taking risks based on the notion that a change in leadership is required for an enterprise to succeed. She viewed that when leaders change their perception about how things are done, employees will automatically emulate. She also developed new management systems for encouraging employees to set ambitious objectives and be responsible risk-takers. Recognizing problems and utilizing confidence to solve them enabled Morrison to overcome challenges the company faced. Despite displaying some of Morrison’s characteristics in problem-solving, such as recognizing the issue, I have no confidence in utilizing risk-taking strategies. The uncertainty of the outcomes is frightening, and I prefer avoiding the method. However, I utilize creativity and the development of management systems that help in employee empowerment programs ( Arena & Uhl-Bien, 2016) . The tool helps in equipping the employees with knowledge and skills to solve issues facing an entity. Taking risks and being creative is vital in handling diverse issues facing corporations globally. I think improving my leadership skills, taking risks, and planning accordingly, like Morrison, will help improve how I solve problems.
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Analysis of Dennis Morrison’s Conflict Management and Negotiation
Conflicts are common in the workplace. However, depending on how parties are involved in managing, they can either contribute to developing a productive or hostile working environment. From my perspective, the management of conflicts depends on the nature of the situation and its seriousness or importance. Conflict management requires the use of effective styles such as collaboration and accommodation because of their efficacy in satisfying the concerns of parties involved ( Arena & Uhl-Bien, 2016) . I utilize the accommodation style when dealing with conflicts that involve customers. The main reason is based on the constant interaction with clients who desire their needs to be satisfied regardless of the shortcomings that might arise. However, when managing conflicts associated with employees, I utilize a collaborative style. I prefer this style for workers because it requires parties to express their issues and find solutions that satisfy their concerns. I utilize teamwork and cooperation negotiation skills because they foster the maintenance of healthy working relationships. Morrison and I have similar perceptions on conflict management as we prefer the use of the collaborative style. She believes that solving the organizational problems while ensuring that employees agree on something of value before leaving the conflict management panel is vital in enhancing their knowledge ( Väyrynen, 2018) . By utilizing this method, Morrison has helped her organization promote a conducive environment with minimal conflicts. Morrison also negotiates her terms with her employees to find an effective way that achieves the desired organizational goals. Morrison has adaptability skills that she uses during negotiations that helped her to flourish. As outlined by Gray (2015 ), Morrison's adaptability abilities have enabled the company to create opportunities. Approaching the employees and other company stakeholders with effective conflict management and negotiation skills helps develop a productive workforce and satisfy customers.
Conclusion
All leaders experience conflicts and problems while undertaking their responsibilities. How the leaders handle the issues they face defines their success. I view Denise Morrison as a successful leader because of her effective problem-solving, conflict management, and negotiation skills. Most organizational achievements depend on a leader’s ability to recognize and solve issues they face. I do not have excellent leadership skills, as Morrison portrayed, but I believe that learning about her strategies, skills, methods, and tools in problem-solving and conflict management will help improve mine.
References
Arena, M. J., & Uhl-Bien, M. (2016). Complexity leadership theory: Shifting from human capital to social capital. People and Strategy , 39 (2), 22. https://dx.doi.org/10.15171%2Fijhpm.2018.75
Gray, E. (2015). Campbell’s CEO Denise Morrison Thinking Outside the Can. Retrieved from https://time.com/3678094/thinking-outside-the-can/
Väyrynen, T. (2018). Phenomenological interpretation of problem-solving workshop conflict resolution: Limitations and possibilities. In Culture and international conflict resolution . Manchester University Press. https://doi.org/10.7765/9781526130990.00009
