Case Study Analysis

This case study analysis explores various aspects of conflict resolution, leadership styles, and organizational culture. It discusses the importance of communication, trust, and ethical behavior in maintaining a healthy work environment. The study also examines the impact of cultural differences on workplace conflicts and suggests strategies for effective conflict resolution.

Running head: CASE STUDY ANALYSIS
CASE STUDY ANALYSIS
Name of Student
Name of the University
Author Note

1CASE STUDY ANALYSIS
Response to question 1:
In case of service industry, the people I can call for my help are the HR professional, my
immediate superior and my colleagues. This is so because the HR can help to solve issues which
I cannot disclose with everyone in the office, my immediate superior will know about my present
scenario so they can help me and my colleagues can also help in and give me support if I face
any workplace issues such as discrimination and others.
Response to question 2:
It may also arise because of cultural differences such that a same event can be perceived
in two different ways because of cultural differences. In order to resolve the same it is important
to have free communication between the two parties involved (Xavier 2018). Feedback can be
taken from both the parties through open communication with each other and if the matter is
serious a third person may be engaged who may be appointed by the company is even by the
government.
Response to question 3:
Loss of productivity, increased employees turnover, lack of trust, de-motivation, anger
and others are some of the signs which shows that conflict may arise in the organization due to
various reasons such as the employee may not be getting fair wages and others (Uike and Gupta
2017).
Response to question 4:
Various acts have been implemented by the government in order to provide equal
opportunities in the organization and for fair payment of wages such as the fair pay act and the
equality act 2010. These may have an impact on the relationship between the employees and the

2CASE STUDY ANALYSIS
employer because what is fair for the employees may not be fair for the employers. Due the
existence of various acts therefore there may be impact on organizational relationship.
Response to question 5:
Individualism vs. Collectivism is a cultural dimension as per Hofstede. According to this
cultural dimension people who represent collectivism cannot take criticism in front of others and
so the while talking to people belonging to this culture it is important to criticize them in or to
give them feedbacks in private.
Response to question 6:
In case of poor performance, training can be given to the employees such that they can
acquire new skills with which they can carry out their work (Ilie 2019). Conflict resolution
methods can be used in order to solve their conflicts because poor performance occurs due to
conflicts. These methods can meet the organizational requirement through the formulation of
various HR policy related to the same.
Response to question 7:
One of the main problems of poor work relationship arises due to inter-cultural
communication. People belonging to different cultural background have different communication
language that causes a communication barrier and may lead to misunderstandings in the
organization. Some people in organization are insensitive to the other people’s culture and
religion this sometimes also leads to workplace conflicts. Such conflicts negatively affect the
organizational performance.

3CASE STUDY ANALYSIS
Response to question 8:
Organizations have their own set of ethical and social framework and when an employee
agrees to work in an organization he automatically agrees to follow the framework and work
within the same (Nursin, Latief and Alam 2018). These frameworks lay down the standards for
what acts are acceptable and which acts are not within the organization. It is necessary to align
the organizational ethical standards with those of the individual. In order to follow the same, the
employees need to act ethically in their duties and operations.
Case study questions
Response to question 1:
David is adopting autocratic leadership style to deal with the members of his team and in
case of any suggestions from his team, he is not ready to listen to them and this is where he is
going wrong as a team leader. Being a team leader he should be supportive to his team members
and not authoritative.
Response to question 2:
Before implementing the changes, David could have discussed that the expenses of the
company are increasing and so he has decided to reduce the same instead he said to the
employees that he will see in details the expenses done by them during various interstate trips.
The company should have openly discussed with the people about changes that are going to take
place.

4CASE STUDY ANALYSIS
Response to question 3:
I will advise David to have proper communication with his team members which means
that he should allow them to give suggestions and the communication in the meeting should not
be one-sided. Before carrying out nay change David should discuss about the same with his team
members. David did not listen to his employee’s suggestion which made them feel that he was
very bossy and as a result there are signs of conflict.
Response to question 4:
David is unsuccessful in getting the trust of the employees because of his poor
communication style and because he does not listen to the suggestions of the employees.
Moreover he is trying to carrying out various changes such as changes in the working hours, the
working hours suggested by him actually will disturb the work life balance of the employees and
as a result the employees do not trust him rather they are showing symptoms of conflict.
Response to question 5:
David can start leading the example only when he starts walking his talk. He first needs
to show his employees that he himself is actually carrying out the activities that he wants others
to do. In this way he can get the trust of others. He should ensure that he does not waste too
much money in case of trips because only then his employees will follow the same.
Response to question 6:
David has the authoritarian leadership style and he feels that only he can give the correct
opinions and ideas therefore his style of managing conflict will be by standing to his ground.
There are five main styles of solving leadership problems- accommodating, standing the ground,
collaboration, compromising, withdrawing from the conflict. I will advise him to adopt the

5CASE STUDY ANALYSIS
collaborating style for resolving conflicts because it will be a win-win situation for both David
and his team members. In this form of conflict resolution both the parties get equal opportunity
of presenting their point. He needs to have good communication and observation skills to
identify the early signs of conflict.

6CASE STUDY ANALYSIS
References
Ilie, D., 2019. The Impact of Organizational Culture on Managing Conflicts and Stresses in the
Economic Entities from the Republic of Moldova. Total quality management.
Nursin, A., Latief, Y. and Alam, R.I., 2018. Examination of Organizational Boundary, Culture
and Conflict in Development of Collaboration Strategy. International Journal of Applied
Engineering Research, 13(9), pp.6738-6744.
Uike, D. and Gupta, R., 2017. 'The Study of Impact of Age on the Conflict Resolution Style of
the Employees'. International Journal of Latest Engineering and Management Research
(IJLEMR).
Xavier, N., 2018. Mediating effect of online social support on the relationship between stress and
mental well-being. Mental Health and Social Inclusion, 22(4), pp.178-186.