Wakewood: Managing Conflict in Organization

Key Issue within Wakewood

Inapt Organizational Structure

The unit’s general manager has implemented obstinate and bureaucratic organizational structure that fails to address conflict management and organizational change.

The focus of the general manager is to heighten production whilst decreasing the functional expenditures.

The obstinate and bureaucratic approach to organizational management has compelled Wakewood’s staff to become adamant to change.

Failed attempts to improve production together with resistance to adoption of new technology have led to both slow production and low quality products.

Despite the increasing demand for the unit’s products, customer dissatisfaction is on the rise.

The increasing market competitiveness has put the organization at a great risk of failure.

The human resources management system fails to provide employee engagement and empowerment due to the General Managers bureaucratic approach to management.

As a result, there is reduced engagement to decision-making processes.

Failure to create potential opportunities for personal and career development has led to fear of embracing change within the unit.

Unavailability of training opportunities has left the employees with inadequate skills and knowledge that are necessary for the functionality of the organizational unit.

This state of affairs has resulted in demoralisation and reduction of the employees to non-starters.

The overall consequence of the flawed human resource management is reduced productivity, incompetency, and dissatisfaction of customers and employees.

The organizational culture of a business does not only determine the relations between its leaders and employees but also its public reputation.

The poor organizational culture of the unit has destroyed the reputation of the unit and the entire business.

In addition, the meagre organizational culture has led to deterioration of morale that results in lose of responsibility and sense of ownership.

Since the management does not provide training opportunities for employees, they experience low self-confidence to perform their tasks.

As a result, they resist change in fear of new challenges due to inadequate skills.

In addition to the superiority of the general manager over the employees, the poor legacy system has created poor attitude amongst the employees, a situation that has worsened the work relations in the unit.

Strategy to Move the Organization Forward

Matrix Structure and Collaborative Culture

The purpose of the matrix organizational structure is to group staff members according to function and production.

Therefore, the general manager should set the organizational structure along functional and product lines.

The strategy emboldens effective team-based approach that fosters common objectives.

The plan is to enhance the sharing of knowledge and skills amongst the unit’s employees.

By enhancing a collaborative culture, the strategy assumes a participatory approach that will allow employees to actively partake decision-making processes.

Employee involvement improves the sense of ownership that in turn develops a meaningful sense of responsibility.

Provision of training opportunities for employees will prepare them for the awaited change.

Training will acquaint workers with the necessary skills for the new technology.

Strategic Human Resource Management

The human resource department should implement policies, procedures, and systems that encourage employee empowerment.

The human resource department function should define the goals and missions of the unit to the employees.

The human resource manager should ensure objective placement of employees in their relative positions within the functional units in accordance with their professionalism.

Planning for training opportunities for the employees is crucial to develop their careers and/or expand their knowledge and skills that pertain to their area of work.

Internal and external environmental analysis techniques enhance the creation of favourable working conditions for managers and staff.

Strategic evaluation of the operational performance will be a crucial step towards the evaluation of managers to determine their effectiveness in the management of teams.

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