BUSM3249 Organizational Behavior: Conflict, Culture & Negotiation

This report provides an analysis of organizational behavior, focusing on functional versus dysfunctional conflicts within teams, promoting and sustaining ethical organizational culture, and negotiation preparation strategies to achieve optimal outcomes, using Woolworths as a case study. It highlights the importance of training newly formed teams to manage conflicts constructively through methods like diverse team creation, brainstorming, and role-playing. The report also emphasizes the significance of ethical leadership, communication, and core ethical values in promoting and sustaining a positive organizational culture. Furthermore, it explores integrative and distributive negotiation strategies, advocating for open communication and win-win solutions to resolve conflicts effectively, ultimately boosting employee morale and commitment.

Organizational Behavior

Table of Contents
INTRODUCTION...........................................................................................................................1
Training for newly formed teams to promote functional rather than dysfunctional....................1
Promoting and sustaining organization culture...........................................................................2
Negotiation preparation strategy to achieve optimal outcomes...................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6

INTRODUCTION
Organizational management is the process of managing resources by planning, leading
and controlling techniques for achieving organization goals (Rahim, 2017). With the
management of organizational activities, corporation can effectively keep control over the human
resources and other related aspects of the business so as to obtain the competitive edge in the
marketplace (Lumpkins, Baeand and Cameron, 2010). In this regard, present report is based on
Australian based retailer; Woolworth which is the largest supermarket chain operating multiple
stores in all over the world. By considering the example of mentioned organization, suitable
training or ways to promote the functional conflicts have been explained. Apart from this,
aspects of sustaining the ethical organizational culture are explained along with different
negotiation strategies.
Training for newly formed teams to promote functional rather than dysfunctional
In every organization conflict is likely to occur because different members have different
perspective and ideas which generates conflicts between them. These conflicts could be
constructive or destructive depending on how it manages by higher authority. However, group
decision or collective opinion tends to reduce the chances of dysfunctional conflicts and makes
the conflict constructive (Forsyth, 2012). In this context, Woolworth is operating with the team
of thousands of employees where it is normal to occur the conflict between team of different
departments. At this juncture, HR management of the business provide training which ensure
collaboration among groups and defines the intra competition in the team. In this context,
different tactics like creating diverse team, role-playing, brainstorming, simulation game, case
study and rewarding dissenters etc. (Deutsch, Coleman and Marcus, 2011).
Hr manager of Woolworth can generate functional conflict by creating a team with
diverse expertise. Here, the diverse team can be more helpful wherein people with different
background and abilities are involved. This diversity brings the new challenges in the workplace
as well there are many benefits of diversity. It is beneficial because people with different
background will come together and share their ideas in order to complete the work in the
relatively less time (Deutsch, Coleman and Marcus, 2011). However, HR manager can also
specify the capabilities and effective performance of particular employees in the training through
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which other group members will try to be the same. This way internal competition is promoted
and functional conflict will be generated in the team (Treviño, Den Nieuwenboer, and Kish-
Gephart,2014).
The brainstorming is the process of constructing the value insight through the discussion
between group by focusing on the specific problem. Under the training method of newly formed
team in Woolworth, the use of brainstorming might lead conflict to prove the effective point of
view of team members related to any particular discussion (Goodboy, Chory and Dunleavy,
2008). These insights will although lead conflict but can also assists corporation in deriving the
valid outcome through the reaching the conclusion (Jetten and Hornsey, 2014). However,
brainstorming should be carried out by focusing the standards set by the organization so as to
derive the valid outcome in the relatively less time (Creed, 2011). It might also be possible that
some employees carried those argument at workplace also and construct the dysfunctional
conflicts. For this purpose, HR manager will ensure in the training that team should focus on the
collective objectives along with the personal as well as professional growth. This proves to be
effective in reducing the chances of conflicts in the team. This would facilitate in making the
newly formed team comfortable to work with the Woolworth and develop a strong bond which
contribute towards achieving the organizational objectives (Rahim, 2017).
Under the initial training of newly formed team, HR manager can also set the individual
targets related to learning and provides the opportunity to do the critical analysis of others’
learning approach. This would definitely promote the conflict but employees would explore the
chances of development (Lumpkins, Baeand and Cameron, 2010). At this juncture, open
discussion can also take place wherein all workforce gets chances to provide the
recommendation on the basis of personal assessment related to the learning abilities of other
group members. This would not only help in understanding others, rather positive relationship
will be developed and scope of dysfunctional conflict will be reduced (Clercq, Thongpapanl and
Dimov, 2009).
Promoting and sustaining organization culture
Ethical organization behavior refers to certain pattern of working and culture of an
organization to get the work done. For this purpose, specific guidelines are set through which
companies can effectively communicate those standards among employees so as to define the
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desired behavior and attitude. The key elements of ethical climate or an organization culture
consists of core ethical values, ethical programs and ethical leadership. Here, being international
business, Woolworth adopt the participative culture whereby employees are provided extensive
support but with the proper communication related to ethical standards. In this context, for the
consistent performance of organization, it is essential for HR manager and higher authority to
promote their ethical organization culture and train the employees accordingly (Treviño,
DenNieuwenboer and Kish-Gephart, 2014).
In order to promote and sustain an ethical organization culture, HR manager of
Woolworth needs to follow constant communication about the ethical values, vision and goal of
organization. This would make the employees aware of ethical standards and strict regulations of
the business while dealing with customers and completing any other related work. In this
context, a session of training will be organized about the importance of ethics in Woolworth
whereby employees will get the specific information about the code of conduct. For instance, any
misconduct from the end of employees is punishable and misbehavior with customers might lead
cessation of workforce. These clear-cut communication regarding ethics would be helpful for
personnel to shape their attitude and apply the behavior accordingly (Trevino and Nelson, 2016).
At this juncture, it should be clearly mentioned that customers should be satisfied by offering the
quality services and right products rather getting their positive feedback on the basis of personal
relationship.
The training session related to ethical culture should provide the information about the
ethical dilemma whereby personnel understand to take the right decision. At this juncture,
appropriate criteria to take the right decision are analyzed and communicated through which
ethical culture is sustained. At the same time, employees following the ethical standards should
be recognized and appraised so that newly formed of Woolworth get the role model. Here, role
model plays important role in sustaining the ethical culture because employee consider their
view point and pattern of working while taking decision in the complicated situation (Creed,
2011). It indicates that ethical leadership has vital role in the growth and success of the business
because leaders reflect the image of the business in the marketplace (Schwartz, 2013). At this
juncture, management can take the reviews from customers and accordingly let the team
members know about ethical issues which are being faced in the business (Shapiro, Stefkovich,
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and Gutierrez, 2014). Therefore, by adopting the ethical leadership and ethical values,
Woolworth can effective design its ethical program so as to sustain the ethical culture in the
business.
In order to sustain ethical culture, management of Woolworth will reflect its organization
culture in its decision-making procedure (Verbos, Gerard, Forshey, Harding, and Miller, 2007).
For instance, the higher authority will also be fired for its misconduct or unethical behavior
which serves as the lesson for workforce. Apart from this, core ethical values including respect,
fairness, trustworthiness and responsibility are considered by all firms through which they can
sustain the ethical organizational culture. These come under the ethical values which defines the
culture of an organization and enable all employees to work on the basis of those set values
(Schwartz, 2013). Therefore, ethical values should be incorporated in the training program of
Woolworth through which ethical culture is sustained with the boosted morale among
employees.
Negotiation preparation strategy to achieve optimal outcomes
Negotiation is the process to bargain between two or more parties for attaining the
common objectives. This consists of two different strategies such as integrative and distributive
negotiation where the former strategy emphasizes on high degree of importance with negotiation
partner. Also, it focuses on collaborating and generating number of outcomes for resolving the
issue related to conflict at workplace. In this context, distributive negotiation takes relatives less
time along with the maximum chances of winning. However, the situation related to conflict in
the organizations like Woolworth requires the open communication through which corporation
strive on brining the change. For this purpose, the aspect of integrative negotiation can be helpful
(Saee, 2008). However, the negotiation or situation related to conflicts requires the win-win
solution so as to boost morale of employees and make them focused towards the task allocated to
them. On the basis of above discussion, conflict resolution can be done with the help of
appropriate negotiation strategy. This would be helpful in meeting the expectations of all related
parties. For this purpose, it is crucial to select the appropriate negotiation strategy (Goldberg,
Sander, Rogers and Cole, 2014). By considering the view point of different parties and boosting
the morale of employees, distributive negotiation strategy can be helpful or effective (Lewicki,
Saunders, Minton, Roy, and Lewicki, 2011).
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As Woolworth have been very vocal about taking supplier on long term which requires
more collaborative customer lead strategy. This might give rise to conflict among clients and
suppliers or company. For this purpose, integrative strategy can be more effective since it relies
on the open communication through all parties get the clarification related to the matter of
concern (Ramsbotham, Miall and Woodhouse, 2011). Also, for resolving the labor dispute with
union and other group, HR manager of the Woolworth have to apply collaborative approach
where both the parties feel their importance as their view points are considered (Lewicki,
Saunders and Minton, 2011). On the contrary, most of the negotiations get failed due to
ignorance to the others’ needs. This in turn increase the dissatisfaction among newly formed
team which may lead to high employee turnover in the companies like Woolworth. Therefore, it
is imperative to understand the perception of each party without considering emotions. For
instance, facts and figures related to conflicts should be presented among all the parties so they
can get the proper clarification (Wallensteen, 2015).
The negotiation strategy as distributive may be backed by doubts through which
successful outcomes are created. These doubts give rise to detailed discussion about the conflict
or issue took place in the organization. It facilitates in inviting the views and suggestions from
different parties so that mutual agreement can be formed so as to derive the valid outcome
(Goldberg, Sander, Rogers and Cole, 2014). At this juncture, cultural diversity can also be
ensured through which people from different culture will be integrated and they will be made
understood regarding the issue took place in the organization (Orthel, 2016). At this juncture,
equality, value and price are important which must be considered before proceeding with the
solution of any conflict (Goldberg, Sander, Rogers and Cole, 2014). This proves to be effective
in meeting the expectations of different stakeholders associated with the Woolworth. For
instance, ethical leadership in the company shift its focus towards the value from the price. This
helps in valuing the associated stakeholders and increase their worth in the corporation. Yet,
somewhere the dominance is also important which helps in saving the time rather wasting huge
time in resolving the senseless conflict.
CONCLUSION
This report concludes that the functional conflicts are very helpful to increase the healthy
relationship, morale and commitment of employees towards the organization. For this purpose,
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standard training program is scheduled through which newly formed team is made aware of the
issues related to conflicts and effective approach is communicated so as to take out the
constructive outcome. It can also be concluded that ethical program, ethical leadership and
ethical core values are important for sustaining the ethical organizational culture. This contribute
towards creating the brand image of the business and boost morale of the newly associated team
in the organization. Apart from this, distribute negotiation can be effective conflict resolution
strategy as it takes less time and provide the win-win solution.
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Shapiro, J.P., Stefkovich, J.A. and Gutierrez, K.J., 2014. Ethical decision making. Handbook of
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