People Management Assignment 2022

Running Head: PEOPLE MANAGEMENT
People Management
Name of the Student
Name of the University
Author Note

PEOPLE MANAGEMENT1
Introduction
The management of people is an extremely important aspect of the human resource
management encompassing the tasks of management, recruitment and giving an ongoing support
with direction to the employees of an organization. These are something including the
compensation, performance management, hiring, organizational development, wellness, the
employee safety, motivation, administration, communication, training and many others. During
managing people in a workplace, various difficult behaviour and conflicting attitudes are to come
across the way (Mello and Delise 2015).. The management of difficult behaviour can be
extremely challenging for the recipient and the person who is displaying the behaviour. There
can be many challenging behaviour coming from managers, colleagues, suppliers or the
customers. The management of the situation can vary as per the context. While dealing with the
difficult behaviour of a person, some specific ways can be followed. In this paper, such a people
management situation I have encountered will be identified and analysed. I will critically reflect
on how I faced the situation and managed it. In the description and analysis part, I will reflect in
relevant frameworks, concepts, theories, models researched from different sources. Again, on the
recommendation and strategies part, I will use evidence from literature and provide
recommendations and strategies to improve and strengthen the way I managed the situation.
PART A- Description and Analysis of the situation
Situation
In order to stay competitive in the global economy, every business tries to adapt to the
changing environment and demand and meet the needs of the customers. The organizations need
to make some changes both in terms of technology and process to achieve competitive advantage

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as much as possible. I have worked as the operational manger in a company that develops
clinical trial management solutions especially for the pharmaceutical industry. The company
provides special software solutions for web and voice web response systems that help in running
the clinical drug trials having allowed for the patient randomization during assigning inventory
and drug management. I have faced certain problems with employees conflicting with the
management since the organization attempted to bring in new technology without giving proper
training and management to the employees.
The huge volume of work required more efficiency in terms of establishing and
managing new systems. Hence, it was decided to replace the insufficient manual testing style
with an improved system. They started using the word document in order to create the test steps
previously ran manually. In order to enhance the efficiency and capacity, they brought about an
innovative testing tool named as HP Quality Center. This is something considered as the
standard tool for software testing. The organization needed this up gradation for maintaining the
competitive edge over the market rivals. The purpose of this new tool was to assist in
maintaining the market share and grab new opportunities that were not possible before. I have
faced certain problems with employees conflicting with the management since the organization
attempted to bring in new technology without giving proper training and management to the
employees. The incorporation of new technology left huge impact on the employees and they
started opposing the decision of the management and involved in bad behaviour against the
organization. The incorporation of new technology left huge impact on the employees and they
started opposing the decision of the management and involved in bad behaviour against the
organization.
Resistance to change and conflict

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Regarding change, it can be said that change cannot be forced on an employee all of a
sudden and it is a long-term objective. Receiving acceptance from the staff level is a challenging
task as the new technology be difficult to manage for the employees (Kharadze. and Gulua
2018). The introduction of such change in the workplace can initiate disruptions in terms of
behaviour causing continuity loss and many others. The new technology can leave greater impact
on the culture and nature of the workplace (Loes and Tobin 2018). It can impact on the job
responsibilities growing a feeling of uncertainty. In the case organization, the staffs did not
accept the change and wanted to work in the previous system as before. They also did not want
to utilize the technology which were being brought in. They stated “ why do we need to change
we were comfortable with the previous process”. They were quite fearful of learning a new tool
and finishing their daily target simultaneously. They were pretty vocal regarding their concerns
and almost stopped meeting their daily targets.
Management of the situation
The change management framework is required practically for the organizations which
are undergoing change (Van der Voet and Vermeeren 2017). The frameworks provide the right
approach to manage the change. There are various models and frameworks for the management
of change.
The Thomas-Kilmann Model
In order to resolve the conflict and manage the change, we followed the Thomas-
Kilmann Model. This model illustrates the options for handling conflict. The two dimensions of
this model are concerned with the conflicting responses from the employees and the responses
founded on helping others in getting what they want (Mello and Delise 2015). Following the