Resolving Conflict in a Marketing Team

This assignment focuses on conflict resolution within a sales and marketing department of a Global Patent and Trademark Firm. Following a 26% loss, changes were implemented by the managing director, leading to resentment and power struggles among team members. The case study explores strategies for resolving this conflict through setting ground rules, fostering compromise, and establishing clear lines of authority. The aim is to highlight the importance of effective communication and collaboration for a successful marketing team.

Running Head: MANAGEMENT COMMUNICATION 1
Management Communication
Name
Institution

MANAGEMENT COMMUNICATION 2
An organization usually encourages teamwork amongst its employees to ensure collective
decision making, problem-solving and hence higher productivity. Where there is a group of
people working towards a common goal, conflicts and disagreements arise due to different
reasons. Every person has an idea or a particular perspective which differs from that of the other
team members. The way a manager would like to organize his team might not be pleased with
the individuals under him who might end up complaining about the strategies put in place
(Nahavandi, 2014). When different parties have varying approaches to a particular issue, then
conflict arises as they both want their ideas implemented. A conflicting situation cannot be
resolved by a single individual regardless of their position on the team. All the members have to
agree to be able to make a peaceful working condition between them all (Nahavandi, 2014). The
case study is of the workers in the sales and marketing department of a Global Patent and
Trademark Firm. It would be helpful for the team to solve their internal issues and sort their
disagreements as it helps them in dealing with clients and the external market.
The team at the firm mentioned above has undergone a few changes in the way the management
and other operations are carried out following a 26% loss in the department. Mr Tadokoro, the
managing director, was forced to make changes in his district by firing some of the employees
and make implementations to ensure that the team is set to rectify the situation (Nahavandi,
2014). However, the changes made the situation even worse as some marketing personnel’s were
given new positions that they did not like. Terry, Nashira and Narco were in charge of sub-
divisions before the reshuffling and now have to work under Mr Hans who was the business
director. The three individuals felt like they have been demoted and with less power to make
changes in their areas of specifications while Hans felt more dominant as he was controlling the
team (Doherty & Guyler, 2008).

MANAGEMENT COMMUNICATION 3
These individuals hold essential positions which might cost the firm a lot of losses if they do not
work up to their work expectations. As a consultant, the situation can be solved by first of all
setting ground rules that govern the way they deal with each other (Doherty & Guyler, 2008). It
is clear that Hans has just been given a chance to lead the team in achieving the new goal that he
proposed to the director. It is therefore essential for them to hold a meeting and agree on what
Hans can do and what he cannot do. Since it is critical to ensure that there is someone to control
the team, his powers should be limited to ensure that it does not threaten the position of others.
Secondly, the team should also learn to compromise specific situations that will lead to
coexisting while at work. The lead should be able to listen to what the other members have to say
and put into consideration to give each a fair chance of participation, and the vice versa is true
(Doherty & Guyler, 2008). Finally, they should reach an agreement concerning the whole
process of resolution and settle at the same decision on how they will be relating to each other to
make their activities efficiently. Marketing is an essential department of an organization and
determines the success or failure they attain, hence the importance of having a supportive team.

MANAGEMENT COMMUNICATION 4
References
Nahavandi, A. (2014). Organizational behavior.
Doherty, N., & Guyler, M. (2008). The essential guide to workplace mediation & conflict
resolution: Rebuilding working relationships. London: Kogan Page.