People and Organization: Diagnosis Tools and Conflict Analysis

This report provides a comprehensive analysis of people and organizations, focusing on conflict and negotiation strategies. It begins with a literature review on conflict and negotiation, exploring various perspectives and theories. The report then delves into several diagnostic tools used for self-asses...Read More

Running Head: PEOPLE AND ORGANIZATION
People and Organization

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PEOPLE AND ORGANIZATION
Table of Contents
Literature Review..................................................................................................................................2
Conflict and Negotiation....................................................................................................................2
Diagnosis tools......................................................................................................................................5
Johari Window..................................................................................................................................5
Arena.............................................................................................................................................6
Blind Spot......................................................................................................................................6
Façade............................................................................................................................................6
Unknown.......................................................................................................................................6
Thomas Khilman Conflict Questionnaire..........................................................................................6
The Big 5 Personality Test................................................................................................................7
Belbin Team Inventory......................................................................................................................8
MBIT personality test........................................................................................................................8
Action plan for emotional attitude and Opinion Pronunciation.............................................................9
Action plan to improve Emotional Attitude.......................................................................................9
Action plan to improve Opinion Pronunciation procedure................................................................9
References...........................................................................................................................................11

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Literature Review
Conflict and Negotiation
As per the view of Balliet et al. (2013), explained that conflict can be occurred by
disagreement and fight towards the specified subject. It is also stated that conflict can also
influence the different opinion of individuals on the same topic and they have not
accomplished the specified agreement. Moreover, conflict is an also thinking or perception
regarding any particular topic of an individual to take appropriate decision.
In support of this, Batenburg et al. (2013) illustrated that emotional conflict, social conflict,
and Technical conflict plays a significant role in an organization. Ambition and fulfillment of
an individual can create conflict among the group of an organization. At the same time, the
rational and non-rational code plays a significant role to minimize the conflict within the
organization. In an organization, it is not compulsory that each individual cannot stay on with
same goal or activity, after a saturation point it is compulsory that both parties have resistance
towards the opinion and thought of another party member. Additionally, a rational behavior
of people has endorsed to a positive outcome. While, the non-rational conduct permits a
particular aim of the specified party, and purpose to keep that aim could obtain effectively
from hostile emotions.
Burns (2014) argued that an important social conflict theory is based on the societal issue of
an organization and it is eliminated by using the social theory. At the same time, it is also
addressed that technical theory of conflict entails the technological impact and scientific
evolution regarding social communication and forcing the people to live in the confusion.
Moreover, scientific understanding and discovery of information can encourage the weak
households towards social mobility due to inadequate physical interaction. Moreover, lower
quality of life and satisfaction can lead to high growth rate. Since, a better life can be
provided by the technology due to declining possibility of conflicts in different areas.

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In support of this Caputo (2013), stated that negotiation is a way by which organization
members can settle their differences on any particular issue. Additionally, it is also addressed
that a procedure that makes comprise between groups members together with avoiding
argument regarding particular subject called as negotiation. Negotiation has a significant role
in an organization. At the same time, it is examined that in case a disagreement arises then
employees have compromised by mutual understanding and make an appropriate decision
regarding accomplishment of the goal.
On the other hand, DeCanio et al. (2013) illustrated that organization has used two kinds of
theories to improve the performance and enhance the profitability in long-term. These are
such as Distributive and Integrative theories at the same time distributive incorporate
structural approaches, strategic, and Processual approach. Additionally, it can be stated that
each factor is significant in their particular area and at the same time negotiator can utilize
either one relied on the goal. The distributive strategy is significant in case of “win and loses”
situation where one party win but other party drops. At the same time, this strategy moves on
in case both parties are not interested to make a relationship with each other and they think
that they have not need to maintain the relationship with each other in the upcoming period.
In the view of this Gaspar et al. (2013) examined that the integrative negotiation is activated
in case of “win-win” situation where both parties want to make a strong relationship with
each other due to accomplish a goal of the organization. It is because, in the integrative
negotiation both parties have believed on each other and think that a goal can be achieved by
a team not by an individual so they think that a robust relationship can support to obtain a
favorable outcome at working place. At the same time, the group member has always
believed to help each other and make a trust among the team members and work on one task
at the working place, which is supportive to make an effective decision in long-term. In
addition, it is also addressed that believes on each other can supports to make a win-win

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situation in an organization, which could be also supportive to improve the personal and
professional life of group members.
In support of this Greer et al. (2013) examined that there are some significant kinds of
conflicts and negotiation at the workplace such as interpersonal conflict, inter-group conflict,
intrapersonal conflict, intra-group conflict, and inter-organizational conflict. Additionally, it
is stated that an interpersonal conflict occurs in an organization in case one individual resist
to another individual regarding their efforts to accomplish a goal. Two kinds of factors can
affect conflict such as cognitive factor and behavioral. At the same time, two individuals or
group member make a mutual understanding regarding the completion of the task at the
working place, which can reduce the conflict in an effective manner.
On the other hand, Ishimaru (2013) illustrated that intergroup relations conflict occurs amid
more than two community and their group members due to accomplish the job required to
operate a venture. Some time, group inter group conflicts occur during the accomplishment of
the goal of an organization and objective.
In addition, it is also stated that the interpersonal conflict also occurs at working place in case
conflict occur within individual regarding their experience. At the same time, it is a kind of
opinion, beliefs, and sentiments of an individual to do any task in an organization.
As per the view of Madden et al. (2014) explained that the intergroup conflict occurs at the
time of group has the desire to complete the same task, but the difference of thoughts and
opinion of more than two members in the same time. Currently, the intergroup conflict has
been increased in the working place, which creates an issue to accomplish the goal of an
organization. Moreover, it is also explained that inter-organizational conflict refers to conflict
from one place to other means one organization to other organization, along with this it can
be said that such kind of conflict is known as an inter-organizational conflict. Additionally, it

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is also examined that such kind of conflict generally occurs at the time of high completion
level amid two organizations.
Diagnosis tools
There are some significant kinds of tools that are significant to self-assessment such as Johari
Window, Thomas Khilman Conflict Questionnaire, The Big 5, Belbin Team Inventory, and
MBIT personality test. These are discussed below:
Johari Window
According to Saxena (2015) examined that the Johari window is a significant tool of self-
assessment established by Joseph Luft and Harry Ingham. At the same time, the Johri name is
coming from the initial of Joseph and Harry. The following chart present Johri window,
which shows introspect about a person with community process:
Chart 1: Johari Window
(Source: Saxena 2015)

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Smith et al. (2015), argued that Johari Window demonstrates the four perspectives to
examine the individual owns thoughts and feelings. These are such as Arena, Blind Spot,
Façade, and Unknown. These are discussed below:
Arena
It refers to the characteristics of an individual that is identified by an individual himself and
also identified a different person as well.
Blind Spot
It refers to those individual traits which are known by other person but are not identified by
the individual himself.
Façade
It is based on the hidden area and hidden abilities of an individual that are known to him but
it is hidden by unknown people.
Unknown
It involves each individual characteristics that are not unidentified by the others and the
individual himself.
NOTE:
Arena
Impressive listing
skills
Blind Spot
Weak Pronunciation of views
and own opinion
Façade
Confidence
Unknown
Requisite to boost Emotional
Proportion
(Source: Smith et al. (2015)
In the view of Johri (2016), addressed that impressive communication skills can be
supportive to make a robust relationship with employees at the working place. At the same
time, it can also be said that robust relationship helps to mitigate the risk of conflict at the
working place in an effective manner. In addition, high level of confidence can also play a

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significant role to decline the conflict issues from an organization, which can support to
enhance the productivity in long-term.
Thomas Khilman Conflict Questionnaire
Wilker et al. (2015) said that the Thomas Khilman Conflict Questionnaire (TKI) is an
important method that permits to identify a high and low score from the five conflict handling
modes. These are Competing, Avoiding, Collaborating, Accommodating, and Compromising.
The following graph indicates the score of TKI:
Figure 1: TKI
(Source: Wilker, et al., 2015)
It is also stated that TKI is an important tool to successfully determine the actual
characteristics of an individual, which supports to improve the weaker section in a significant
manner.
In the view of, Wilker et al. (2015) found that collaborating skill is also significant for an
individual to avoid conflict at the working place. Furthermore, it is also stated that
collaboration force to work with the group in a positive manner. Therefore, it can be said that
collaboration can also help to avoid conflict significantly.

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The Big 5 Personality Test
According to the Yildiz et al. (2015) explained that the Big 5 Personality Test is also
effective technique to measure the personality of an individual in an effective manner. It
considers some significant factors that are the dimension of personality such as extroversion,
agreeableness, conscientiousness, neuroticism, and openness to Experience. The following
graph shows the result of personality test:
Graph 1: The Big 5 Personality Test
(Source: Yildiz, et al., 2015)
It is also stated that an individual has a lie between the Openness to Experience (O), which
shows the personality characteristics is looking fresh experience and knowledgeable quests.
In support to this, Yildiz et al. (2015) found that Openness to Experience can be significant to
negotiation because such characteristics are helpful to make a conflict free environment at the
working place.
Assertiveness Questionnaire
Assertiveness Questionnaire is used as a self-assessment technique, which supports to handle
conflict issue from an organization in a significant manner.
Seria
l .No.
Particulars Correct Occasional
ly
False
1. I listen carefully from others. 
2. I am able to express my opinion and views on the front of 

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others without any hesitation.
3. I always keep eye contact at the time of speaking and
listing.

4. I can successfully communicate with anyone which would
simply understand by the receiver in an effective way.

5. When talking about the conflicting opinion, I will give my
introduction before the beginning of communication

6. I am able to successfully match my signs with my
communication speech

7. I do not use trouble meaning words and always make a
positive attitude.

8. I never relied on other to make a decision. 
In support to this, Loshek et al. (2015) addressed that carefully listing can support to enhance
the knowledge and give the opportunity to deeply understand the behavior of other. At the
same time, it is also stated that such kind of information can support to make a conflict free
environment at the working place.
Communication Style Questionnaire
The following table indicates the Communication Style Questionnaire. It is also self-
assessment technique, which is used to identify the features of an individual.
S.No. Particulars Y/N
1. I move my hands at the time of communication. Y
2. I can simply change the communication topic while communicating with
anyone.
N
3. In always influence to others in the situation of disagreement. Y
4. I like to give my opinion to others N
5. I have excellent knowledge to solve any problem in a significant manner Y
According to Roder et al. (2014) found that capability to attract the people at the time of
disagreement can be significant to make an appropriate decision regarding the conflict.

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Moreover, it can also help to mitigate the conflict issue and manage the conflict in a
significant manner in long-term. It can also support to enhance the productivity of the
organization.
Action plan for emotional attitude and Opinion Pronunciation
The effective action plan is requisite to improve Emotional Attitude and Opinion
Pronunciation within a specified period. The specified time for improving the Emotional
Attitude and Opinion Pronunciation is 6 months. The following table indicates action plan for
EA and Opinion Pronunciation process:
Action plan to improve Emotional Attitude
Serial.
No.
Theories and models for EA Time Structure Evaluation
1. Varied Approach: Self-
consciousness
Week 1-3 It will be supportive to identify
the unconscious sentiments
and feelings.
2. Capability approach:
Sympathetic
Week 3-5 It will help to build depth
understandings regarding
feelings and changes in the
behavior.
3. Trait Model: Self-discipline Week 5-7 It will be supportive to manage
impulsive activity together
with mitigating the thought
process issues.
4. Mixed approach:
Understanding
Week 7-11 It will be supportive to
developing many sentimental
networks in the specified time.
At the same time, it will help
to make an association and
react on behalf of their
sentimental responses.
5. Mixed approach: Societal
Skills
Week 11-13 It will also supportive to make
a robust relationship and react
with appropriate behavior with
other.

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Action plan to improve Opinion Pronunciation procedure
Serial .
No.
Theories and models for
Opinion Pronunciation
Time Structure Evaluation
1. Voice-identification Week 13-15 It will also assist to evaluate
whether my volume is
irritating or enthusiastic and
enjoyable.
2. Language Week 15-17 It will help to boost
language and articulation
with in the opinion
procedure.
3. Self-confidence Week 17-19 Self-assurance and pledge
would boost.
4. Problem identification Week 19-21 Allowing the problem would
create an association among
the audience and me that
supports to successfully
Problem identification.
5. Assumed Procedure Week 21-24 It will also support to
identify a condition earlier
giving an unexpected
response.

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References
Balliet, D., & Van Lange, P. A. (2013). Trust, conflict, and cooperation: A meta-
analysis. Psychological Bulletin, 139(5), 1090.
Batenburg, R., van Walbeek, W., & in der Maur, W. (2013). Belbin role diversity and team
performance: is there a relationship?. Journal of Management Development, 32(8),
901-913.
Burns, J. S. (2014). Conflict and Negotiation.". Organizational Leadership: Foundations and
Practices for Christians, 171.
Caputo, A. (2013). A literature review of cognitive biases in negotiation
processes. International Journal of Conflict Management, 24(4), 374-398.
DeCanio, S. J., & Fremstad, A. (2013). Game theory and climate diplomacy. Ecological
Economics, 85, 177-187.
Gaspar, J. P., & Schweitzer, M. E. (2013). The emotion deception model: a review of
deception in negotiation and the role of emotion in deception. Negotiation and
Conflict Management Research, 6(3), 160-179.
Greer, L., & Bendersky, C. (2013). Power and status in conflict and negotiation research:
Introduction to the special issue. Negotiation and conflict management research, 6(4),
239-252.
Ishimaru, A. (2013). From heroes to organizers: Principals and education organizing in urban
school reform. Educational Administration Quarterly, 49(1), 3-51.
Johri, B. (2016). Econometric Analysis of the Relationship between Indian E-Commerce
Transaction and GDP. Productivity, 56(4), 319.
Leutner, F., Ahmetoglu, G., Akhtar, R., & Chamorro-Premuzic, T. (2014). The relationship
between the entrepreneurial personality and the Big Five personality
traits. Personality and individual differences, 63, 58-63.

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Loshek, E., & Terrell, H. K. (2015). The development of the Sexual Assertiveness
Questionnaire (SAQ): A comprehensive measure of sexual assertiveness for
women. The Journal of Sex Research, 52(9), 1017-1027
Madden, F., & McQuinn, B. (2014). Conservation’s blind spot: the case for conflict
transformation in wildlife conservation. Biological Conservation, 178, 97-106.
Roter, D. L., Erby, L. H., Adams, A., Buckingham, C. D., Vail, L., Realpe, A., ... & Hall, J.
A. (2014). Talking about depression: an analogue study of physician gender and
communication style on patient disclosures. Patient education and counseling, 96(3),
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Saxena, P. (2015). JOHARI WINDOW: An Effective Model for Improving Interpersonal
Communication and Managerial Effectiveness. SIT Journal of Management, 5(2),
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Smith, R. E., Carraher, E., & DeLisle, P. Johari Window Model. (2015). Leading
Collaborative Architectural Practice, 221-224.
Wilker, S., Pfeiffer, A., Kolassa, S., Koslowski, D., Elbert, T., & Kolassa, I. T. (2015). How
to quantify exposure to traumatic stress? Reliability and predictive validity of
measures of cumulative trauma exposure in a post-conflict population. European
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Yildiz, Ö., Rommel, J., Debor, S., Holstenkamp, L., Mey, F., Müller, J. R., ... & Rognli, J.
(2015). Renewable energy cooperatives as gatekeepers or facilitators? Recent
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