People and Organization

Running head: PEOPLE AND ORGANIZATION
People and Organization
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1PEOPLE AND ORGANIZATION
Executive summary
The main area of discussion in this assignment is how the HRM of contemporary age tackles a
variety of challenging tasks. With regard to the concern, the paper splits the discussion into three
segments such as how the HRM manages conflicts at the workplace, promotes ethics in the
organization and establishes a ground for the negotiation strategy.

2PEOPLE AND ORGANIZATION
Table of Contents
1. Introduction..................................................................................................................................3
2. Conflict Management..................................................................................................................3
3. Ways to promote and sustain an ethical organizational culture..................................................6
3. Negotiation preparation strategy for HRM..................................................................................9
4. Conclusion...................................................................................................................................9
References......................................................................................................................................11

3PEOPLE AND ORGANIZATION
1. Introduction
The role of human resource management (HRM) in multinational companies is much
complex than in small and medium enterprises (SMEs). The complexity is broadly due to the
effect of globalization that created a scenario in which the HRM is not just confined to one
nation but rather to multiple countries. The HRM of the contemporary world needs to deal with
people from different cultures and languages. The workplace diversity, which is due to the
globalization, has produced both positive and negative aspects for the HRM (Al Ariss, Cascio
and Paauwe 2014). The main purpose of this assignment is to answer three different questions
related to the HRM.
2. Conflict Management
Conflicts can be both good or bad and functional or dysfunctional depending on the types
of conflict. An ideal human resource manager in context to the conflicts would be the person that
bears capabilities to understand whether the conflict is functional or dysfunctional. Additionally,
the person must also be aware with strategies to be used to deal with either kind of a conflict.
Hence, the international HRM must be able to identify the conflict and be also able to deal with
it to minimize possible risks of loss to the operational output and use it for producing innovating
ideas (Bélanger et al. 2015).
Positive or Functional Conflicts:-
Positive conflicts as stated earlier is good for the operation. Positive conflicts can be of
various kinds such as "debating the pros and cons of ideas", “employee feedback” and others.
When team members have good bonding with each other, they feel free to share their opinions
on a matter. It is the situation that promotes brainstorming meetings, which are good resources to