HR Management: Conflict Resolution, Negotiation, and Cross-Cultural Teamwork

This report explores the crucial role of HR managers in fostering a positive and productive work environment. It delves into strategies for resolving dysfunctional conflicts, promoting functional conflict for innovation, and implementing effective negotiation preparation strategies. Additionally, the report examines the importance of cross-cultural collaboration in today's global economy and outlines training programs to enhance cross-cultural teamwork.

People and Organisations
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Contents
Executive summary....................................................................................................................3
Introduction................................................................................................................................4
1. As an HR manager, you will often be required to resolve conflicts. How would you try
to reduce instances of dysfunctional conflicts and instead promote functional conflict to
spur needed innovation?.........................................................................................................5
2. Negotiations are a key business activity. As an HR manager, what negotiation
preparation strategy would you put in place to achieve optimal outcomes?..........................7
3. Cross-cultural collaboration is key in today’s global economy. As an HR manager, what
training would you offer to improve cross-cultural teamwork?.............................................9
Conclusion................................................................................................................................11
References................................................................................................................................12
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Executive summary
The HR has been considered to be the backbone of every organization thus in this report it is
to see that the various challenges that have been faced by the HR in order to develop new
strategies in order to reflect the same in the overall development of the organization. Various
methods like negotiations and cross-cultural development have been adopted in order to
strengthen the internal and external factors in the organization. All these have been designed
strategically in order to reflect the various methods that have been adopted by the HR in order
to resolve the issue whenever they occur.
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Introduction
In a business enterprise, HR plays most roles as he has to manage both human resources and
organization. The current report would be based on the three questions in which different
aspects and situations have been demonstrated so that roles of HR manager can be
determined. Conflict resolution is the biggest function of HR manager which would be
discussed in this business report. Apart from this, it will include negotiation strategy which is
formulated and implemented by HR manager for creating a good working environment and
maintaining a balance between managers and employees. At last, there would be a discussion
on training which is provided by the HR manager for improving cross-cultural teamwork.
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1. As an HR manager, you will often be required to resolve conflicts. How would
you try to reduce instances of dysfunctional conflicts and instead promote
functional conflict to spur needed innovation?
In an organization, there can be conflicts among the various structures so as to see the
interaction and conflict between the people and various organizations that have been involved
in the company. There two kinds of conflict they can be functional and dysfunctional. The
dysfunctional conflicts are majorly destructive and thus they are not very much required to
involve in the organization thus the HR has been seen to reduce such conflicts in the
organization, on the other hand, the functional conflicts are the one that has been positive and
in favor of the aims and objectives of the organization. In order to avoid and increase the
functional conflict following steps are taken-
Understanding the cause of conflict- The major reason is to see the major resources that
have been involved in the conflict and thus making it difficult to resolve the same. The
manager is required to see the cause of the conflict that is coming from internal or external
resources. The reflection of the same on the development of the organization and the severity
of the effects are being analyzed and removed (Abiodun, 2014).
Potential parties involved- The potential parties are being studied and their respective
involvement in the same has been noted. The parties are internally or externally involved in
the same. The effect of the designation and the respective actions in the same has been seen
and used effectively in order to see the potential measures that can be taken in order to
increase the collaboration.
Level of destruction - The effect of the conflict in this kind of conflict is very destructive
thus it is required to see the respective needs of the organization and the measures that can be
taken in order to avoid such situations and making sure that the same has been used in the
peacemaking and avoiding such situations in future conflicts that may arise (Abiodun, 2014).
Diverts the potential parties- The parties are being tried to divert from the issues by making
the resolution that best supports the interest of both of them respectively. Thus there have to
be certain other things that have been done in order to avoid the situations in the future. There
can be a force on the various factors that have been taking the conflict towards the
achievement and gaining of the goals and service.
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Constructive communication sessions- There can be sessions in order to avoid the
situations in order to use the communication to understand the views of each party and
analyzing the cause of conflict and avoiding the same in future. This will develop trust and
mutual information sharing and respective ideas will be built up (Rahim, 2017).
Review and feedback- There is periodic feedbacks and reviews are being done in order to
see the effective way that can be used in order to see the policies are being followed
effectively. There are periodic feedback sessions and constant watch over such issues are
being done in order to use the data in order to avoid the same in future.
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2. Negotiations are a key business activity. As an HR manager, what negotiation
preparation strategy would you put in place to achieve optimal outcomes?
The HR is always in need to see the most effective and efficient that has been used in order to
see the effective ways that can be used to negotiate between the parties so as to see the
reflection that has been used in the resolution of the issues. Some negotiation strategy has
been discussed below-
Neutral look at the issue- The HR is needed to see the issues neutrally and does not get
influenced by any single party; this can help in the development of the relation and trust
among the parties. There can be a situation when a party will try to influence the person, but
the HR is the one that is mostly involved in the structuring and development of the strategy
that favors both the parties effectively (Rahim, 2017).
Check each and every stakeholder- The communicates and contacts each and every
involved party, that can be internal and external parties. These parties will help in explaining
their respective needs and requirements of them and based on their needs the negotiation is
planned. There should be the balanced effect of the same in the development of the future
negotiation is done.
Identify problems holding the situation- There can be many situations in the system that
might be holding the situation for long, thus it is required to analyze them and provide
solutions effectively. For example, if the situation is there due to delay in payments and
invoice satisfaction, in such cases it is seen that the finance department should be contacted
so as to make sure the payment flow is appropriate and effective. Similarly, the issues related
to sales and marketing is eventually taken to the sales and marketing department and
discussed successfully.
Listening everyone’s point of view- There is a need to not give self-point of view and
decision unless all the parties have been given a fair chance to explain their choices. Thus HR
usually keeps shut until they are well aware of the situation and then negotiate properly as per
the needs of the person concerned (Peregrino, et. Al., 2016).
Never compromise first- It is the most important point that has to be understood by the HR
that they are never supposed to negotiate first, this makes them look like on the dominating
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side and are thus loses the chance to negotiate and understand the reasons of the other parties.
This may lose the chance to develop new connections and values in the recognition and
gathering of the data.
Being less friendly- The less friendly the HR the stronger is their position in order to
negotiate and make the opposite party agree to their respective values. There might be
situations when the whole situation is in the favor of HR and they are not ready to negotiate it
with the other people thus in these cases the less friendly atmosphere is there the more
intimidated the party will feel and will eventually agree to the situation (Peregrino, et. Al.,
2016).
Don’t close the deal the first- Whenever there is an initiative taken by HR there are low
chances of closing the deal in favor of self thus this is not advised to close the deal.
Negotiating first is called as a more appropriate solution.
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3. Cross-cultural collaboration is key in today’s global economy. As an HR manager,
what training would you offer to improve cross-cultural teamwork?
When business enterprise expands its business activities on a global level it has to deal with
different challenges as well as get opportunities to operate a business in different part of the
world. Some organization enters into new markets so that they can increase their profitability
and also can accomplish competitiveness over market competitors. For contributing in a
global economy it is very much important for a business enterprise to focus more on cross-
cultural collaboration because without this it cannot prepare its employees to work under
global expansion (Dermol and Rakowska, 2014). In the present time, it has become a most
important task for HR manager to improve cross-cultural collaborations and use the same
knowledge in growing the business and eventually use the same in future strategies. There is
need to see the respective culture and respect the same in order to see the effective way that
can be used in order to see the reason for diversity and the various beliefs of all.
This strategy helps in learning the various reasons that have been used in order to
successfully use the data and services and what has forced them to adopt new cultures, thus
making effective strategies in order to use the same. Setting up norms and respective rules
that everyone is needed to follow in order to respect each other’s culture and making changes
effectively (Dermol and Rakowska, 2014). The HR should be using the knowledge and
respective feedback and should be adaptive and effective enough in order to see the changes
are being applied effectively. In order to increase the collaboration and avoid respective
conflict that might arise due to the lack of communication and understanding among the
people. The mode and amount of communication among the people is also seen in order to
see the effective ways that can be used in order to develop cultural bridge and various
activities in the organization, the more the communication done by HR more is the effective
way in which the HR can understand the various career preferences and the respective needs
of the particular culture (Vo, 2014.).
The more the HR is involved with the diversity of the employees in the organization the more
they are useful in the delivery of the accurate purpose to create facilities and activities in
order to celebrate their festivals and making it sure that the other employees are using it
successfully and applying the same in the cross-cultural knowledge sharing and
enlightenment. Being flexible to all the cultures and giving all the employees equal voice and
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opportunities also helps in the development of the cross-cultural norms and respective
features that helps in setting the company goals and standards. Apart from that, there should
be respective roles and responsibilities in order to make them respect each other’s work and
respect each other and work accordingly. These roles and responsibilities will develop the
sense of collaboration and moreover, they will become adaptive and open to learn new things
and work as per the needs and convenience of each other respectively. This makes the
workplace adaptive and comfortable. The encouragement to innovate and bring new ideas is
also a new way to be used in order to effectively use the services so as to make sure that
everyone is participative enough in the development of the organization and has been
participating in the achievement of the company’s goals and aims respectively in the
organization (Rode, et. Al., 2016).
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Conclusion
This, it has been analyzed that HR manager has to engage in different activities like
negotiation, conflicts resolution, and training program so that business enterprise can lead to
high level of success and also can accomplish its desired goals and objectives. For resolving
business issues, HR manager should focus more on dysfunctional conflicts instead of
promoting functional conflict because it develops unhealthy disagreement between
individuals or groups. Apart from this, with the help of negotiation preparation strategy HR
manager can promote a good working environment within the workplace. For surviving in
competitive and global business environment it is very much important for HR manager to
provide effective training programs to employees so that cross-cultural teamwork can be
improved inappropriate manner.
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References
 Abiodun, A.R., 2014. Organizational conflicts: causes, effects and
remedies. International Journal of Academic Research in Economics and
Management Sciences, 3(6), p.118.
 Dermol, V. and Rakowska, A., 2014. Strategic approaches to human resources
management practice. ToKnowPress Monographs.
 Elsaid, A.M., 2012. The effects of cross-cultural workforce diversity on employee
performance in Egyptian pharmaceutical organizations. Business and Management
Research, 1(4), p.162.
 Ko, H.C., 2015. Cross-cultural leadership effectiveness: Perspectives from non-
western leaders. Management and Organizational Studies, 2(4), p.1.
 Peregrino de Brito, R. and Barbosa de Oliveira, L., 2016. The relationship between
human resource management and organizational performance. BBR-Brazilian
Business Review, 13(3).
 Rahim, M.A., 2017. Managing conflict in organizations. Routledge.
 Rode, J.C., Huang, X. and Flynn, B., 2016. A cross‐cultural examination of the
relationships among human resource management practices and organizational
commitment: an institutional collectivism perspective. Human Resource Management
Journal, 26(4), pp.471-489.
 Vo, K.H., 2014. Managing cultural diversity in human resource management.
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