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Conflict and Negotiation in Management and Organization

   

Added on  2020-04-13

12 Pages3509 Words442 Views
Leadership ManagementProfessional DevelopmentCalculus and Analysis
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Running head: Management and organization
Management and organization
Conflict and Negotiation in Management and Organization_1

Management and organization
Table of Contents
Introduction................................................................................................................ 3
Management and leadership...................................................................................... 3
Conflict and negotiation............................................................................................. 5
Impact of management and leadership on culture of the organization......................8
Impact of conflict and negotiation on culture of the organization..............................8
Conclusion.................................................................................................................. 9
References............................................................................................................... 10
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Management and organization
Introduction
The report provides a brief overview of the management, leadership, conflict, and
negotiation in the organization. The management and leadership is an integral part of the
organization. None of the company can survive its business without effective and dynamic
management and leadership. Along with this, the report explains the role of the conflict and
negotiation in Unilever. Conflict refers to an issue and disagreement which arise in the
organization. It can affect the success and growth of the company. Unilever has been selected in
the report to show the impact of management, leadership, conflict, and negotiation on the culture
of the organization. Unilever is one of the biggest brands in food and beverage industry. Further,
it also maintains CSR and sustainability within the organization. It describes that how Unilever
develops and builds a dynamic culture in the organization to increase the productivity of the
organization as well as employees.
Unilever is a British transnational consumer’s goods corporation with its headquartered is
located in the London United Kingdom. The company is dealing with various products such as
beverages, food, and personal care products. It is one of the biggest consumer goods companies
evaluated by the revenue. Unilever is the oldest multinational corporation in the UK. The
company provides its products in more than 190 countries. There are approx 169,000 employees
employed in the organization. In today’s era, the firm is expanding and flourishing its business
activities and operations globally (Unilever, 2017).
Management and leadership
The management is the process of planning, organizing, staffing, coordinating, directing
and controlling the activities of the business enterprises. The planning, organizing, staffing,
coordinating and controlling are the function of the management. The management helps to
assign the task and responsibilities to the people in the organization (Mujtaba, 2013). It also
helps to attain the long-term goals and objectives of the firm. There is a close relationship
between leadership and management. Further, leadership is the ability to influence and control
over the subordinates in the organization (Cummings et al, 2010.). The leadership is the action
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Management and organization
and process of leading people in the organization in order to accomplish the goals and objectives.
Leaders influence the behaviors of other people in several ways. A leader and manager set a
clear mission and vision for the company and they motive the employees to increase the
productivity and efficiency (Rowe, 2007). The managers and top management manage the
employees by providing guidance and suggestions and they build and develop morale among the
employees. Along with this, many companies use leadership styles to motivate and encourage
the employees. The leadership styles have been discussed below.
Autocratic leadership: This leadership style is used by the many companies to maintain control
over the supervisors in the organization. In this leadership style, leader’s holds power and
responsibilities and they do not delegate the responsibilities and authorities to subordinates. The
managers and leaders take decisions on their own without discussing with employees. There is
no flexibility in the autocratic leadership style (Nam Nguyen and Mohamed, 2011).
Democratic leadership: In this leadership style, employees are involved in the decisions
making the process of the firm. The democratic leadership style is based on the subordinates in
the organization. The democratic leaders exercise their responsibilities and authorities to the
subordinates at the workplace. The final responsibilities are held by the leaders in order to
influence the subordinates within the organization (Brauckmann and Pashiardis, 2011).
Transformational leadership: The transformational leaders motivate and encourage other
people to do work effectively and efficiently. They set the typical and challenging expectations
in order to attain the higher performance within the organization.
Laissez-faire leadership: Under this leadership style, leaders assign responsibilities and
authorities to the workers in the firm. They provide freedom to subordinate for doing work
without any pressure and interference (Antonakis and Day, 2017).
Transactional leadership: This leadership involves in the exchange process. Feedback is
collected by the top management under this leadership style in order to determine the growth and
success of the firm in near future.
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