Design Conflict Resolution Strategy

This report presents a strategy to address design conflicts between e-Types designers and their clients. The core issue is a mismatch between the designers' creative vision and some clients' conservative preferences, leading to dissatisfaction and potential loss of business. The proposed solution involves a multi-phased approach. First, a feedback mechanism is implemented, collecting input from both designers and clients to understand design expectations and preferences. This feedback informs the design process, allowing for compromise and collaboration. The second phase focuses on strategy implementation, acknowledging potential employee resistance to change and addressing time and cost constraints. A structured change management process is recommended, including communication plans, coaching, and training to mitigate resistance. The report concludes by outlining the expected outcomes, including improved client satisfaction and a more harmonious working relationship between designers and clients. The success of the strategy is measured by client satisfaction ratings and the effective management of employee resistance to change.

Strategy formulation
Executive Summary
The e-Types designers have always considered themselves as the design revolutionaries. But
with the recent orders, they have been receiving not so helpful guidance from some of our
conservative clients every now and then. Most of the time, the e-types designers are given work
which is below their considered standard and is immensely boring. However, it is the prime duty
of the designers to satisfy the needs of the clients and customers thereby leading to a great
controversy in the organization. The organization needs to solve the issues to the design conflicts
between the designers and the clients in order to facilitate the proper operations of the company.
Therefore, there is a need for the organization to strategize and come up with the various ideas to
solve this issue.
The organization on discussing with both the upper and level of the organization came to a
conclusion of formulating an important strategy which will be helpful in assessing the situation
and to solve the conflict among the clients and the designers. This strategy will be implemented
in order to solve the creative ideas related conflicts and will inculcate the ideas of the clients
along with the designers and help them to select a design where the ideas of both the clients and
the designers will be used.
The organization is implementing a feedback poll for the clients where they will be asked several
questions regarding their designs and their expectations from the designers. Prior to asking these
questions to the clients, the designers will also be asked for their point of views and perspective
regarding the design specific to the client. The questions will be related to the designs and the
kind of detailing desired by the client. Further, a section of questions will be asked regarding the
entertainment of the ideas from the designers and if the clients are willing to improvise their
designs after taking considerations from the designers.

This feedback will be submitted to the main portal of the company and the company will adhere
to all the conditions set by the clients. If the clients are open to the suggestions made by the
designers, the designers would be given the liberty to explore their creativity in order to help the
clients. However, if the clients want their logo and designs to be the way they want, the designers
would have to adhere to such conditions and work accordingly.Further, on completion of the
project, the client would be asked to rate their satisfaction level with the company so as to
evaluate the whole process in the final feedback. This will help in determining whether the
demands of clients and their perspective were taken into consideration or not.
This strategy will help the organization to retain their clients and to inculcate their ideas in the
functioning. This way the organization would be helpful in maintaining a long-term relationship
with the clients along with keeping the interests and creativity of the designers into their utmost
interest. This strategy will help in solving the problem along with maintaining a healthy
relationship with the client.

Strategy implementation
The strategy will be implemented with the help of the support from the employees and the
clients. The organization has identified the following aspects that are directly related to the
implementation of the strategy, which are mentioned as given below:
1. Resistance of the employees
2. Cost
3. Timings
These constraints during the implementation of the solution have to be considered carefully by
the organization. The employees especially the designers who refuse to listen to the conservative
clients. Furthermore, the whole implementation process will also lead to resistance among the
employees regarding the change being introduced in the company. This can even become one of
the major setback therefore the organization will need to deal with it carefully in order to have a
successful transition.
The organization might face issues in the time and cost of the implementation of the solution.
The amount of time to create the portal and ask for the feedback from the clients would be
directly proportional to the amount of money being invested by the company and would consume
maximum resources of the company. Therefore organization need to consider all these aspects
before implementing the solution and creating the portal for the clients and their feedbacks.
The organization needs to break the whole process into three phases where the first one will be
required to formulate the strategy towards implementing the change. Further, the organization
needs to communicate a proper plan, coaching plan, sponsorship roadmap and training plan. In
this phase, the organization will focus on all the employees and their barriers towards the

implementation of the change. The specific action steps must be provided in order to understand
and address the resistance.
Aspect of
implementation
Describe the expected
state
Substantiate the expected
state
Recommend specific
actions
Goals and
metrics,
performance
management
systems
A feedback poll for the
clients where they will
be asked several
questions regarding
their designs and their
expectations from the
designers.
The employees will be
engaged thoroughly and
effectively and the designers
will be asked to cooperate
with the demands of the
clients. This feedback poll
will help in assisting them
with a clear conclusion on
the design.
The client would be
asked to rate their
satisfaction level with
the company after every
order that they receive.
This will help in
determining whether the
demands of clients and
their perspective were
taken into consideration
or not.
Communication A positive emotion must
be leveraged and
captured which
surrounds the change.
In order to prevent the
resistance from occurring
and can be used as a power
of utilizing the structured
change management from
the project initiation, this
strategy would be the most
appropriate one.
The employees will be
encouraged and would
be made realise the
importance meeting the
demands of the clients.
Resistance and The designers and All the change activities will The organization can

risks employees would resist
the change in the
organizational system.
The organization might
face issues in the time
and cost of the
implementation of the
solution. The amount of
time to create the portal
and ask for the feedback
from the clients would
be directly proportional
to the amount of money
being invested by the
company and would
consume maximum
resources of the
company.
be performed effectively:
The resistance from the
designers and employees
can be avoided if the
organization applies change
management effectively and
proper procedure can help in
mitigating the resistance.
This will be the best tool for
engaging and activating the
employees.
deal with the lifecycle
of the whole
implementation process
while addressing the
resistance to change.
The organization needs
to communicate a
proper plan, coaching
plan, sponsorship
roadmap and training
plan.

References
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The
management of change in public organizations: A literature review. Public
Administration, 92(1), pp.1-20.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.