Report on Conflict Resolution, Leadership, and Management at Rolex

This report, prepared for the top executive of Rolex, examines various types of organizational conflict, including economic, value, and power conflicts, as well as interpersonal, intrapersonal, intragroup, and intergroup conflicts. It explores different leadership and management styles for resolving disputes, such as accommodating, avoiding, collaborating, competing, and compromising. The report highlights the importance of developing management and leadership knowledge, including coordination, quick stress relief, emotional awareness, and nonverbal communication. It emphasizes how these skills contribute to effective conflict resolution within the organization, leading to the achievement of goals and objectives. The report uses Rolex as a case study, focusing on its luxury product manufacturing and the need for effective conflict management to ensure smooth operations and employee well-being. It concludes by summarizing the different methods that help in resolving conflicts.

REPORT

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK ..............................................................................................................................................2
1.) Different types of conflict in organisation and ways to resolve disputes.........................2
2.) Different leadership and management style to solve problems........................................4
3.) Developing management and leadership knowledge /skills.............................................5
4.) Effects of conflict within orgaisational context................................................................6
5.) Methods which help in resolving conflicts.......................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

To:- Top executive
From:- General Manager
Subject:- It is needed to produce the report to the top executive of company, which will inlcude
the various dilemma and methods which will help in solving the different disputes and thus it
will be very useful report for business.
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INTRODUCTION
If any organisation needs to be successful in the competitve world, it is required by
organisationa and their management that they should take care of their employees in better
manner so that they can perform in right context. Although, coordination among the human
resource is needed as this thing help in bringing the effective working as well (Ramsbotham,
Miall and Woodhouse, 2011). Moreover, having no disputes in company help in proper working
which will help in accomplishing goals and objectives as well. The report is based on ROLEX
which is founded by Alfred Davis and Hans Wildorf in year around 1905. Firm is producing
wrist watches mainly for the rich people and as because they only manufacture luxury products.
Assignment will include a manage the dilemma of resolution and which will also help in
leadership and management skills and knowledge as well.
TASK
1.) Different types of conflict in organisation and ways to resolve disputes.
Conflict is that which can be defined as having a disgreement in between the groups of
people and sometimes individuals are categorised as well and this is being done by opposition
and behaviour of different persons (Deutsch, Coleman and Marcus, 2011). This is normally
being created by the opposition party and thus it is done just because of the attaining objectives
which is different from another party. Moreover, conflict is occurred due to based on three
asspects and those are as follows:
Economic conflict: This is something which is being brought up by the limited resources
and thus it is required to maintain those in better manner. There are various groups and
individuals who are mostly being involved in such criteria, to accomplish the most of different
resources.
Value conflict: It is related with the various preferences and thoughts people has in their
principles. Such thing can be seen at the time of wars in between two parties and they have
different serts of beliefs as well.
Power Conflict: This is something which can occur at the time and such thing is
included to intend the maximize timing and it also influences although this is being in social
setting as well. Moreover, these situations are those which can happen in between individuals,
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groups and even nations as well. Hence different types of conflict, powers is also being
considered as declarative manipulation thing on ohers too.
Although the conflict and disputers are being classified into four parts and thus it is such which
create problem for the organistion and their management to have a better working in company.
Some of those types are as follows:
Interpersonal conflict: This is something which can be referred to conflicts between two
individuals and other as well. Although typically it is like and how people are making a different
from one another too (Wallensteen, 2015). Moreover, it is a kind of natural happening and such
as this can also used to help in personal growth and developing thing as well of different
realtionships with others. Therefore, when there is a adjusment in working and thus it can
become necessary to manage the problems and conflict as well.
Interpersonal conflict: This is that which is being occurred within the individual.
Although various experiences are there which takes places in different person's mind. This is
something which is a type of conflict and thus it is considered as psychological which invlolves
thoughts, values and emotions as well. Normally it is quite tough for the person to handle
different things which is decoding to your inner struggles too (Crowfoot and Wondolleck,
2012). This can cause restlessness and uneasiness and it also couse different depression issues as
well. Nonetheless, when a person find him/herself out of the situation then they become more
empowered as people even. This is something which also help in bringing the positive change
and thus it hep in personal growth as well.
Intragroup Conflict: Moreover, it is kind of conflict which happen among various
indivudals within a particular team also. Although not having ability and misundersatnding
between people rise to a situation of conflict in company. The base for such dispute is different
idea, behaviours and views as well. Dispute is such which allow them to have a decision and thus
it also make them to accomplish their goal and objective too. Morever, degree of working can
create conflict with members too which lead to serious guidance and different party is required to
settle down disputes in firm.
Intergroup Conflict: This is such which is generally occur when the problem or
misunderstanding is occurred in various teams in organisation and company as well. Normally it
is being rised due to variosu set of goals and interests of different groups. Moreover, base for this
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thing is that having a conflcit for resources and boundaires too which set various group to others
as which help in establishing different identity of team.
2.) Different leadership and management style to solve problems.
In companies it is required to solve the conflict and disputes in better manner and thus it
makes them to have a proper working scenario and this convert ROLEX to attain their goals and
objectives in correct way (Rapoport, 2012). There are various leadership and management style
which help organisation to solve the conflict arising at any level.
Their are various styles to solve dispute and some of those are as follows:
Accommodating: Accommodation is such which help to deal with the problem with use
of self sacrifice and thus it makes an individual in its own interest to maintain various peace in
situation as well. Although it is that in which person is bring yield to know what others want, and
such thing also displays a form of selflessness in working. Hence, I can say that it is immediate
solution to issues, normally it also brings the false manner of dealing with disputes. Although it
can be said that it is disruptive and also need to come up with the new / creative things with ways
out of the problem as well. Moreover, it also says that behaviour is the most efficient and if it si
find that individual is something which can be provided to form of conciliation in right manner
as well.
Avoiding: This is something in which the withdrawal is taken from dispute. Moreover,
problem is such which help in dealing with passive attitude as well. Avoiding is such which is
being mostly done by perceiving the negative and the measure for positive outcome in better
manner. In this, individuals are there which can make end up of ignoring problems in right
contrast as well and dispute can make resolve itself too. Therefore, this is that which is
applicable in various situations but not in all conditions. Although it is better to get oput of
problem before the condition of disputes get worse (Mayer, 2010). Avoiding is that whih can
help in getting out of problem in better manner and conduct working in proper way too.
Collaborating: Collaborating is that which help to solve the disputes in organistion with
other parties in better manner. Moreover, communication is also said to be a important part of the
various strategy. Although with this mechanism and their efforts are such which make to dig out
the issues for identifying needs of indivduals and this is which has main concern to have without
removing various respective interest from pictures as well. Collaborting, people and person has
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to came up with large and successful resolutions are done creatively, and even there is not
compromise is done in between the working sceanrio as well.
Competing: Competition is that which involve authoritative and the aggressive
behaviours as well. In this criteria is that which make to have a pressure and also can bring
parties to achieve the goals. Although this is something which is required to use of whatever
things are attain individual as it is right. Therefore, it is quite appropraite in some situations but it
is also there that it shouldn't come up with point that initiator sometimes too become the
reasonless scenario. Hence, I can say with this that dealing with the disputes in better manner and
having cool mind then solution can be provided in right criteria as well.
Compromising: Compromising is such which is coming up with the resolution part and
this can be acceptable in which different parties is being involved. In this it can be said that party
is willingly to have a sacrifice their own sets of goals rather other person will also be doing same
in better manner (Fisher, 2012). Hence it can also be said that having a mutual thing in which the
different parties came up and have a investment for various problems and this is something
which can be solved. A pitfall of various strategy which is having a fact that almost various
parties find the better way of solution to the dispute problems too.
3.) Developing management and leadership knowledge /skills.
Although, while managing the dispute in ROLEX company it is also come out with
learning with various skills and knowledge which can help in developing the career as well and
thus this can make to have a better working in organisation and thus it will direct to attain their
goal and objective in right context too. Therefore, at a time resolving disputes in organisation I
also learned various skills and knowledge for working in better manner and some of those are as
follows:
Coordination: At a time of solving the dispute in ROLEX and thus this thing make them
to have a proper working, moreover bringing coordination in between the different level and
people as well and such thing help in having a better working in the organsiation and it also help
in attaining goals and objectives in correct format as well (Lakshman and Malik, 2010). Through
solving dispute this thing is learned by me and can use such thing in future as well.
Quick stress relief: In organisation it is required to learn the different things and thus a
skills which help in relieving the stress and thus it makes them to have proper working. Reducing
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stress in organsiation of people and member of staff and this help in having flat reduiction point
and thus this makes company to increase their performance and attaining goals and objectives.
Emotional awareness: While solving issues and problems in organsiation I also learned
how to control the emotional intelligence in organisation and thus this also help in facing the
different problems in company too. Moreover, this is something which help to remain in comfort
manner even in tough situations as well. As this can make a people to behave and manage the
different things in better manner, which will help in reacting to several issues and disputes in
different ways. Hence such criteria also help to resolve problem in better manner and with cool
mind.
Nonverbal communication: This is that which make them to know what the other
person is saying in better manner, such thing is very much useful in middle of dispute in better
manner and this thing make a close care to understand the non verbal signature of the body
languages in right context too (Abu-Nimer, 2012). Moreover. This could help in building trust
and get to know about the different problem as well. Although I have learned this things as well
and it has made me to solve few dispute thorugh body language too.
Solving with humour: This is such skill and knowledge which eveyone needs to learn
and develop as this help in solving the many face off and help in resolving arguments and
problems in having communication in humourous ways. Moreover this skill help to express and
to say those lines and words which is somewhere difficult and hard to speak. This knowledge is
based on fact that through this skills a person can reduce stress, tension and anger as well.
4.) Effects of conflict within orgaisational context.
Conflict is such which has to be resolved in time and thus it makes them to have a better
working. Sometimes the conflict does not get resolved and it effect the working of organsiation
in worst way. Not having proper working in company due to conflict effect different things and
those are as:
Mental health concerns: It has seen that conflcit in company like ROLEX also make
people to get frustrated and irritated at the time when they think that there is no solution to such
problem or issue (Fisher, 2016). Such thing affect individuals working or their professional and
their personal lives as well. This sceanrio create problem in human being like headaches,
problems of sleeping and somewhere they also react like overeating. Moreover, with such
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scenario peopl of firm also starts avoiding to have meeting as because this creates stress in them
and in their working too.
Decrease in productivity: when the people start facing problem and issues in criteria of
conflict then this things convert into spending a lot time in dealing with various conflict, giving
their a lot time in such situation bruing out far from the achievement they were looking for and
such thing make them to decrease thir performance as well. With such thing people also looses
money and donors for their accesss to various essential resurces as well (Autesserre, 2014).
Therefore, it is being seen that whenever a conflict arises in company like ROLEX then the
performance of different employees aslo goes down and even whole company does not perform
in right context too, which also bring company to come far away from accomplishment of goal
and objective as well.
Members leave organisation: Disputes are such which also create the problem for many
other employees as they feel that they are not safe enough in company and they also gets
frustrated too and this make them to end up their relationship. This is something which increases
the cost of company by hiring new employess in organisation, as because it is required to provide
them training and development in various ways to employees and this make members to relieve
their working and this make to reduce their performace. Although this also make them members
to leave their organisation in better manner.
Future communication: Conflict are such which make company not to have a proper
communication which affect the effective working in organisation too and this also affect in
achievement of goal and objective. Disputes does need to have a correct working so that smooth
functioning of working can be seen in better manner too.
Effects production as well: Conflict is such which also affect the production of different
product and services in company and such thing also being a negative image of organsiation.
ROLEX does produces the luxury wrist watches and any dispute situation in company will bring
stop of manufacturing and earning of profit is also not there (Keashly and et. al., 2011).
5.) Methods which help in resolving conflicts.
There are various methods available with the company to solve the different dispute and
conflict in company and it does make them to have a proper working in organisation and also
manipulate them to attain their goal and objective in right contrast.
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Negotiation: This is something which is find out that it is a most basic means of settling
the differences as well. Although it can be found that communication is such which has various
parties of dispute with the different goal which try to find out solution for them. Although this
says that meet up with the party and have negotiation with them or a person can be hired who
will negotiate on their behalf and this help them to have such work in right manner too. For
having a better and proper negotiation it is required that both the parties are considerded with the
same sceanrio (Nishizaki and Sakawa, 2013). Features for the negotiation criteria and some of
those are as follows:
 Negotiable agreements are also being seen that they are enforceable as well.
 This is being a informal and unstructured as well.
 It is also being inexpensive as well.
Mediation: Mediation is such which is being a voluntary person who come in between
teo have a reconciliation between the parties and make them to reach on favourable and
aceeptable agreement in better manner. Mediator is such who does not make any decision and
also not make them to force for an agreeement. Mediator are those and used at a time when there
is no settlement is being there in between the parties which create problem and issues. Agent try
to make a better settlement in between all of those (Marsh and et. al., 2011). Features of
mediators:
 Promotes cooperation and collaboration in better manner.
 Allows to make a acceptable agreement which is being tailored to meet with different
needs.
Arbitration: This is something which is being used in between the disputed matters in
unbiased person in making have a proper decision (Kanske and Kotz, 2010). This is also known
as solving the case out of court and listen to every stanza of both the sides and make a decision
which is very much accpeptable to both of them and make a settlement too. There are various
features of arbitration:
 This is may be less useful for less formal and structured as well rather going to court.
 A decision is such which also make arbitrator may also resolve the different disputes and
be final for result.
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CONCLUSION
From the above report it has been stated that, conflicts are such which effect the working
scenario in company and bring their performance level downwords as well and this make them to
have a proper working too. Moreover, company has various management and leadership style to
solve the situation of conflcit in organsiation which also bring coordination and collaboration in
working as well. Different methods were also there which help to divide the dispute situation so
that conflict can be resolved in right criteria as well. Therefore with such knowledge and skills
has also developed which help in future prospect as well.
REFERENCES
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Crowfoot, J. and Wondolleck, J.M., 2012. Environmental disputes: Community involvement in
conflict resolution. Island Press.
Deutsch, M., Coleman, P.T. and Marcus, E.C. Eds., 2011. The handbook of conflict resolution:
Theory and practice. John Wiley & Sons.
Fisher, R.J., 2012. The social psychology of intergroup and international conflict resolution.
Springer Science & Business Media.
Fisher, R.J., 2016. Third party consultation: A method for the study and resolution of conflict. In
Ronald J. Fisher: A North American Pioneer in Interactive Conflict Resolution (pp. 37-
71). Springer, Cham.
Kanske, P. and Kotz, S.A., 2010. Emotion speeds up conflict resolution: a new role for the
ventral anterior cingulate cortex?. Cerebral Cortex. 21(4). pp.911-919.
Keashly, L., and et. al., 2011. Conflict, conflict resolution, and bullying. Bullying and
harassment in the workplace: Developments in theory, research, and practice. 2.
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Lakshman, A. and Malik, P., 2010. Cassandra: a decentralized structured storage system. ACM
SIGOPS Operating Systems Review. 44(2). pp.35-40.
Marsh, R., and et. al., 2011. An FMRI study of self-regulatory control and conflict resolution in
adolescents with bulimia nervosa. American Journal of Psychiatry. 168(11). pp.1210-
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Mayer, B., 2010. The dynamics of conflict resolution: A practitioner's guide. John Wiley & Sons.
Nishizaki, I. and Sakawa, M., 2013. Fuzzy and multiobjective games for conflict resolution (Vol.
64). Physica.
Ramsbotham, O., Miall, H. and Woodhouse, T., 2011. Contemporary conflict resolution. Polity.
Rapoport, A. ed., 2012. Game theory as a theory of conflict resolution (Vol. 2). Springer Science
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Wallensteen, P., 2015. Understanding conflict resolution. Sage.
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