Conflict Analysis and Behavioral Guidelines Report

This report examines a workplace conflict scenario involving Mr. Mark Johnson, a newly appointed manager at Darwin. It delves into various theories of motivation, including Maslow's Hierarchy of Needs and Vroom's Expectancy Theory, to understand employee behavior and needs. The report also analyzes different forms of power, such as coercive, reward, expert, legitimate, and referent power, and their implications within an organizational context. Furthermore, it explores the Thomas-Kilmann Conflict Mode Instrument to identify suitable conflict management strategies. The main body of the report provides specific behavioral guidelines for Mr. Johnson to utilize in his new role, focusing on fostering open communication, providing fair compensation, creating a safe working environment, and promoting employee recognition and development. The report concludes with a summary of the findings and recommendations for effective leadership and conflict resolution at Darwin.

Analyze a Given Situation of
Conflict and Come up With a
Solution

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Models or Theories for Motivation, Power and Conflict.......................................................1
Specific behavioural guidelines that MR. Johnson should utilises he assumes new position9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
In every business, there are different situation which may leads to a strong conflicts and
that is why, every manager and leader provide different solutions to solve the conflicts. In the
same ways, current report is based upon the case study of Mr. Mark Johnson who is recently
been notified of his appointment as a manager at Darwin and he will be in charge of all function
and personal at Darwin. This report highlights the different types of theories related to the
motivation, power and conflict to analysis the problem that Mr. Johnson has anticipated in the
functioning at Darwin. Further this report highlights the behavioural guidelines should used by
Mr. Johnson in assuming the new position.
MAIN BODY
Models or Theories for Motivation, Power and Conflict
Theories of Motivations
Motivation is derived from 'motive' that means desires, needs, wants that are within an
individual. It is a process that drives people towards accomplishing the goals. An individual can
have the desire for money, success, recognition, team-work, job-satisfaction etc. Motivation is
the ground for the actions, goals and willingness to perform the task by individuals. Motivation is
considered to be an important aspect that inspires a individual to move ahead in their lives.
Motivation can be monetary as well as non-monetary in nature. Monetary includes rewards like
cash, car etc. Non-Monetary like appreciation(Einstein, Addams and Roosevelt,2016). There
are two types of motivation theories like Content Theories and Process Theories.
CONTENT THEORY
MASLOW'S HIERARCHY OF NEEDS
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Illustration 1: maslow's hierarchy need theory
Source- Maslow's Hierarchy of Needs, 2018
This is the oldest and widely known form or theory of motivation. This theory is
developed by Abraham Maslow in 1943. This theory is categorised in five basis. This theory is
mostly shown in pyramid shape which presents basic needs at the bottom and complex needs
at the top.
Physiological needs (Food, Water, Shelter)
These are the basic needs that an individual want to survive such as air, water, food and
shelter. Maslow has emphasized that human body cannot function properly if these
requirements are not fulfilled. These needs are dominant one's amongst all. The major
motivation for someone who is missing everything in life can be accomplished by fulfilling their
physiological needs. In this case the company is introducing decentralized system for
manufacturing against centralized system in the new plant. This new system will enhance open
communication as employees can directly talk to their superiors about all the single problem in
the organisation. Mr. Johnson should set up a good working condition for the new employees at
the new plant. For providing the basic needs to the employees Mr. Johnson must give regular
and fair monthly wages to the employees, provide restaurant facilities, private lockers to put
their personal stuff(Fallatah and Syed, 2018).
Safety Needs (secured income, a place to live, health & safety)
When physiological needs of an individual are fulfilled, new needs tend to appear they
are called as safety needs. This need refers to a desire of security and protection by an
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individual. For an human being everything is less important than safety & protection. It includes
financial security, health & well being, personal security etc. As in case of war, natural calamity
the safety needs become active and dominant for human beings. As per this case, a new plant
is introduced so Mr. Johnson will provide formal contract of employment and health insurance to
the new employees, so that they will be motivated to work and will not fear that they will be
thrown out of the plant one day.
Belongingness & Love (social groups, part of a community)
When both(physiological & safety needs) the needs are fulfilled, then an individual
desires for love, affection and belongingness. Maslow claimed that an individual need to
accepted & belong to social groups. Human beings need to love and be loved by others. Love
needs includes giving and receiving tenderness. Mr. Johnson should enable team & group
working at every level of management in the organisation and even permit store staff to work as
one team. Mr. Johnson will provide discount coupons to the employees on gym membership so
that they can interact with others and can even form a group.
Esteem (respect and honour for a person)
People long for respect and appreciation from others. Esteem means being valued,
appreciated and respected by other peer member, superiors or can be subordinate. There are
two types of esteem needs: a higher version and a lower version. A lower version wants
respect, attention, prestige and a higher version wants self-respect, freedom, independence. Mr.
Johnson in order to motivate the employees need to praise the hard working employees and
must celebrate their achievements and emphasize respect for each other(Fallatah and Syed,
2018).
Self-Actualization(one's desire to grow to full potential)
This reflects a person's want to grow & develop to their fullest potential. Individual likes
opportunities, challenging tasks. Maslow think that individuals should overcome other needs,
not only achieve them. Mr. Johnson can offer personal development opportunities that will help
the employees in enhancing their skills & talents to grow and reach to higher levels.
PROCESS THEORY
VROOM'S EXPECTANCY THEORY
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Illustration 2: vroom's expectancy theory
Source- Vroom’s Expectancy Theory, 2019
Vroom's Expectancy Theory was given by Victor Vroom's in 1964. This theory assumes
that action results from the conscious choice from the various alternatives. It assumes that an
individual will behave in a certain manner as they are motivated to choose a particular
behaviour over others(Lloyd and Mertens, 2018).
Expectancy
It is a belief that an individuals efforts will result in accomplishment of desired
performance. Self efficacy means an individual's belief about their own ability to successfully
execute a task. Mr. Johnson will have to arrange all the necessary resources for the employees,
job should be given according to the employees skills and the employee must have necessary
support from the superiors to get the work done.
Instrumentality
It refers to individual's belief that a connection prevails in between activity and goal. Mr.
Johnson needs to make clear understanding of the connection between performance and
outcomes. Mr. Johnson need to trust the decisions of the employees as the outcomes will prove
their decisions.
Valence
Valence is something important that an individual places on the expected result. Mr.
Johnson should evaluate the employees on regular basis and see which employees needs
success and who focus on money(Miner, 2015). So in this way employees can be evaluated
and then Mr. Johnson can fulfil individuals need according to those requirements.
French and raven's five forms of power
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As per the study conducted by the social psychologists John R. P. French and Bertram Raven
in 1959, that power was divided into five separate forms i.e. coercive, reward, legitimate,
referent, and expert.
Coercive Power: This is the power which is implemented forcefully on other to just complete
the task irrespective of the other's will. This is the power which helps the leader in implementing
the control over the team member by the way of taking thing away from the employees.
Coercive Power helps the leader in promoting the awareness of the fear among the employee.
In this power employee generally used to impress the leader to safeguard their position in an
organization. Mr. Johnson also has to make sure that he used to have some sort of the
Coercive Power with him so that he possess a good control over the employee in the
organization but at the same time he has to make sure that he uses the same very carefully as
Coercive Power that creates the situation of an uncertainty among the employee and at the time
of the change there is always a séance of uncertainty in an employee.
Reward Power: This is the second category of the Power and one of the most common type of
the power which is generally implemented by the leader to influence the work of the subordinate
in an organization. This is the power in which leader used to motivate or appraise the employee
by the way of different bonuses or raises on the basis of the performance of the employee in an
organization. This certainly helps the leader in getting attention of the employee. This power
proved beneficial for Mr. Johnson as it will help him to motivate the employee of the
organization in a better way to work for the organization. Also it will help Mr. Johnson in building
good relationship with the employee of an organization but at the same time he has to make
sure for receiving the monetary benefit employee does not overlooks the organizational goal.
Expert Power: This is the type of the power which cannot be developed by the individual rather
than it is achieved when someone find himself in the position of the expertise on the basis of the
knowledge and the experienced which is gathered by an individual. Generally this type of the
power used to be more informal as compare to the official. This is the power which need to be
possessed by Mr. Johnson as it will help him in earning the good control over the subordinate in
an organization as organization is going through the tough time and looking to adopt the change
in the organization. Further, by building good relationship with the subordinate will eventually
helps Mr. Johnson in implementing the order more efficiently in an organization.
Legitimate Power: This is the most common and recognized power in today scenario.
Generally this power used to come along with the appointment at a specific position in an
organization. As Mr. Johnson is appointed as a Manager, he will be also enjoying some sort of
the power as their will be more individual who will report to him. This power will help him in
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having the better idea about the working situation in an organization as all the work which will be
performed in the new project will be performed in the supervision of MR. Johnson which will
eventually help him in finding out the deficiency of work in an organization.
Referent Power: This is the last category of the power which looks at power that is not come to
for any obvious reason. Frequently, those who have referent power are simply well-liked by
others based on their attitude, charm, or even good looks. Mr. Johnson also has to make sure
that there is clarity among all the employee about the work to be done in an organization so that
there is no presence of Referent power as referent power creates the situation of the conflict
between employee.
Conflict Management Model
Thomas Kilmann Model
this model was designed by two psychologists to illustrate a person have to handle
different type of conflict with in organization. There are two dimensions in this model. First
dimension is concerned with conflict responses based on attempts to get result and other
dimension is based on responses on helping others get what they want. As per this model there
are five different ways to solve conflicts.
Competing
this is an assertive and uncooperative approach of individual. They own pursues their
own concerns at other's expense. It is consider as power oriented mode in which person use
appropriate power to secure their position in conflict situation. For this employees can use to do
argue, use power of rank or economic sanctions. This approach is all about taking standing for
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Illustration 3: Thomas
Kilmann Conflict Model
(Source: Thomas-Kilmann Conflict Mode Instrument, 2015)

own (Black and Falk, 2019). This is not the best approach for conflict resolution. This is not
good for Mr Johnson to use this approach. This can affect team work and performance at the
work place.
Accommodating
This is an unassertive and high cooperative approach and this is complete opposite of
competing approach or strategy. In this approach individual person left their own concern to
satisfy concerns of other people. In this conflict management strategy sacrifice element is
available in team. This is one of the best approach that can help the employees to deal woth
different conflicts on work place.
Avoiding
Avoiding is an unassertive and uncooperative approach. In this method people do
neither care about their own concerns nor others (Dyer and Song, 2015). This is worst way to
deal with a conflict situation. Also avoiding is not a solution of conflict and it can further lead to
critical condition.
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Stage 4: Collaborating
In this next stage in which individual neither pursues his own concerns nor those of the
other individual. Avoiding is another way through individual can avoid the issue and keep it
aside. It helps to focus on the other part which clearly take the form of diplomatically
sidestepping an issue. Avoiding process can also very helpful for the individuals to take the
better option and growth. Avoiding might take the form of diplomatically decisions which can be
helpful to resolve the issues and challenges. Besides avoiding is the way which is unassertive
and uncooperative.
Stage 5: Compromising
Compromising is the better way to moderate in both assertiveness and cooperativeness.
The objective is to find some expedient, mutually acceptable solutions that partially satisfies
both parties. As compare to competing compromising is given more better and effective
solutions (Folger, Poole and Stutman, 2017). Compromising business functions can be helpful
to determine the business goals and following the best services within the business
organization. Besides that, Compromising also helps to address the situations which
compromising the new differences. Such strategies and goals will more helpful to analyze the
situation and better understand the activities and goals. Also it helps to determine the activities
and performance.
Problems Faced by Manager in Organization
As per the case study Mr. Johnson is appointed as manager in an organization at
Darvin. As the authority of the company there are many tasks and operations are managed by
Mr. Johnson in company and on daily basis he will face many problems which are related to
communication, management, work pressure, change of role, time management, organization
performance, and employee relation. This are common and daily basis problems which can
affect working of Mr. Johnson as a manager in company at Darwin.
Communication Problem
This is the most common type of problem faced by manager in the organization. As a
manager it is their duty to maintain communication with employees to make them aware of goal
and change in the organization. As the only management entity present in organization this will
be really difficult for him to keep in touch with employees because of busy and complex work
schedule. Also the Vice President is in charge of different departments and managing these
departments from home. So, this will be very difficult to manage communication with both VP
and department at same time.
Management
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Mr. Johnson is the only person who will manage different operations with in the
organization and for one person it is really difficult to manage a large organization with out
support. This will big challenge for him to Manage of whole company in real time.
Performance For a large size organization the management is a complex process and work
load on employees and manager will be huge. In this high work load condition performance
management is problem for him (Prause and Mujtaba, 2015). It is important for Mr Johnson to
stay ready to deal with performance problem any time in company.
Employee Relation
Employee relation is major issues in organization. It is all about work place environment.
For large size company in which Mr Johnson is working as manager have large number of
employees and this will be a big challenge for him to maintain better relation with employees to
get maximum performance from them. So this also will a trouble for him to manage people
relation in company.
Work Pressure
As per the previous performance and success data of Mr Johnson quality work will be a
challenge for him. In large size organization work load and time line pressure will be huge and
this will be difficult for Mr. Johnson to maintain higher performance with high work load.
Change in Role
In the initial phases of role transition Mr Johnson will face problems with understanding
of role and responsibilities (Rahim, 2017). This initial learning and understanding process will be
tough phase for him. This will take the little time to understand operation and management of
organization. So, it is important for him to stay prepare for problems of transition period.
Time Management
In his previous job he worked as manager of certain department and in that particular job
his job is to deal with various management and operational issues. But as senior manager of
organization this will be a complex job for him to manage the different perspective of company
in efficient way.
These are some problems which will create troubles and barriers in way of Mr. Johnson.
By making effective plan and strategy he will be able to survive in the pressure condition. He
can also communicate with employees and subordinates to get detailed information of
organization to run business successfully without any troubles.
Specific behavioural guidelines that MR. Johnson should utilises he assumes new position
Behavioural guidelines is referred to as set of soft standards which are required to be
followed . The main purpose of behaviour guild lines is to assist employees as well as leaders in
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maintaining their relationship with each other. Other objectives of the behavioural guidelines is
to positively influence both workers and managers to behave in positive manner with each
other. Behaviours guidelines is very much useful in relation to guiding business activities of
organisation (George and Schillebeeckx, 2018.). Formulation of the guidelines is one of the
best way to ensure an effective communication between employees.
It has been analysed from the given case scenario that, MR. Johnson on the basis of
skills and knowledge has been provided with responsibility to handle as well as manage
important project. But MR. Johnson is making assumption that while handling the responsibility
of important project he might have to face number of issues such as new relationship, difficulty
in adjusting with new working situations , procedures etc. In addition to this, Johnson who has
been given new position of Project manager is assuming that two patterns of home office-plant
relationships will create real administrative problems for him that could have adverse effect on his
performance (Hillson and Murray-Webster, 2017). First of all it is very much crucial for MR.
Johnson to develop understanding that project could be successful only through involvement of all
workers or employees. The other fact which MR . Johnson need to understand is that it is quite
difficult task to determine the right set of attitude which is required for supporting productive
teamwork (Noe, Gerhart and Wright, 2017). At the organisational level, it is the st of unexpected
behaviour of workers or employees at workplace which provides the framework in order to make sure
these behaviours are means of executing business.
MR . Johnson can easily avoid or deal with such type of issues by developing as well as
communicating behavioural guidelines to all employees. In context of give case scenario, it is very
much crucial for Johnson to make other people believe in power of teamwork which is crucial in
order to complete the specific project in successful manner as well as for accomplishment of desired
objectives (Wilson, 2018). It is required by MR. Johnson to express personal commitment to team
behaviours . In addition to this, MR Johnson has been given advice to involve employees in decision
making and take advice from them related to techniques which can be implemented for improving
group performance.
Behavioural model provides the demonstration of way people treat each other. Communicate
, support as well as cooperate with each other. In context of the given case scenario, the behavioural
guidelines which MR Johnson should follow include following elements these are Employees focus,
Team work, Creative problem solving, continuous learning and Diversity. In context of employees
focus, MR John is required to concentrate on fulfilling the needs of employees, as this tactics will
assist in maintaining good relationship with employees. It will also help Johnson in positively
influencing people to make their significant contribution in achievement of desired objectives. In
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