Managing Organizational Complexities and Conflict: HR Report

This business report delves into the critical aspects of human resource management within complex organizational environments, particularly in the face of globalization and cultural diversity. It analyzes the major reasons behind organizational complexities and conflicts, including the impact of globalization, cultural diversity, and employee conflicts. The report further explores strategies for managing these complexities, such as the organizational complexity framework and conflict management techniques like accommodation, avoiding, collaboration, and compromising. It emphasizes the importance of understanding and managing cultural differences, behavioral complexities, and relational dynamics to foster a productive and harmonious work environment. The report also examines the role of leaders in navigating conflict and implementing effective strategies to mitigate negative impacts and promote organizational excellence.

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Management of Human Resource: Organizational Complexities and Conflict

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Executive summary
Organizational complexities have become more vital for the organization as the globalization and
cultural diversity are considered as major reason behind the complexities in organization. The
business report is developed for the assessment of managing the complex and conflicted
environment in which the major factors such as cultural diversity, behavioral, relational
complexities and complexities due to conflicts. In relation to this, the organization complexity
framework has been discussed with respect to manage the complexities. On the other hand, the
conflict can also be managed by the adoption of strategies as accommodation, avoiding,
collaboration, and compromising.

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Table of Contents
Executive summary.........................................................................................................................2
Introduction......................................................................................................................................4
Analysis of organizational complexities and conflicts: Major reasons...........................................5
Globalization:..............................................................................................................................5
Cultural diversity:........................................................................................................................6
Employee conflicts:.....................................................................................................................9
Strategy to manage the organization complexities and conflicts...............................................11
Conclusion.....................................................................................................................................14
References......................................................................................................................................15

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Introduction
The main aim of this business report is to explore the management of human resource in this
potent and rapidly developing era. In this modern and technological environment, the human
resource has taken a different way to cooperate and coordinate in order to draw the positive
results. In this rapid era of development of organizational and business culture, the workforce
might not proceed with the positive relations; conflicts have become common among the people
due to the diverse culture and globalization. This report basically focused on the assessment of
managing the conflict in the complex and dynamic environment. On the other hand, strategies
which are supportive to train the employees towards conflict management are also evaluated.

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Analysis of organizational complexities and conflicts: Major reasons
There are many reasons in the organizations due to which conflicts can arise about their non-
acceptance of views and perspectives of each other. The root cause behind the organizational
conflicts and complexities are as
Globalization:
The globalization has change the way of doing business but it has also created the complexities
for the organization in order to manage the wide range of activities in rapidly developing
environment. The today’s environment of globalization and techno- efficient has laid down the
development of human resource in significant manner. In context to this, it is also known that the
human resource is an important factor while engaging with the organizational management as it
can influence the higher degree of decision making for the organization. The business’s
operations are growing and the culture of organizations is also changing that directly leads
towards the complex environment in this globalization edge. Due to the changing in the
concurrent environment, conflicts are common among the employees, bosses, management and
subordinates staff of the organization so the conflict can arisen at any type of work environment
(Daryania and Amini, 2016). It is described that the conflict arise due to the disagreeing the view
and decision in between the workforce and their management with respect to their views and
approach of decision making on a particular problem. Along with this, it is also assessed that the
conflict is very common among the employees or similar job line of employees. In relation to
this, the complexities can impact the performance and ultimately organization as well so the
disagreement among the employees may also create the complex environment (Mccorkle and
Reese, 2017). The organizations are organized under the globalization and different leadership
styles that might influence the organization because of the variant traits in the diverse

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organizations. In relation to this, it is assessed that the conflicts can be arisen due to the
behavioral complexities which include the characteristics of behavior of people as each and
every people interact with the variant style of behavior so the kind of behavior can create the
complex environment. In addition to this, way of communication and diversity in the
organization can also be the root cause for the typical situation for organization (Roche et. al,
2014). Along with this, it is also assessed that the relational complexity involves in the group or
team member, cross culture and the tactics of leadership as it is known that the globalization has
driven the cross culture environment and the leadership strategy which is different for strategic
people management. It is also revealed that the system complexities can arise due to the
complexities of delusion and the future talent. At the same time, it is endowed that the delusion
is concern to the false impression or misrepresentation while sharing the information. On the
other hand, the talent management for future perspective is also a problematic situation for the
business to manage in efficient manner.
Cultural diversity:
In this globalized business, culture is a very important aspect as in this dynamic environment
people and businesses are seek to grab the innovative ideas and apparoch through which the
business operations can be managed in more effective manner. At the same time, in this potent
growing era, an organization is combined with several cultural differences that make the
organization as diversified culture (Hotho et. al, 2015). The dynamic culture is also a factor that
can affect the management of people due to the growth and innovation approach in the managing
the diverse workforce. It is determined that there are many factors that affect the organizations
while engaging with the diverse cultural management.

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(Figure: Factor affecting to the culture)
(Source: Rahim, 2017)
From the cultural point of view, the diversity is important for the organizations but it can
influence the leaders for managing the cross culture management. From the inception of cultural
diversity, people can be impacted from the power and authority of a people, body language,
competing or cooperation, conflict resolution preferences, structure or flexibility in
organizations. The authors are also explored the cultural model that denotes the cultural
difference such as Hofstede model, Fons Trompenaars and Global cultural framework and these
models are criticized in the truism, concepts and impacts aspects. It is also assessed that culture
consist with the range of aspects that might create complexities and conflict for the organization
such as primary factors are as sexual orientation, race, gender, age and physical ability of people.

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In addition to this, the secondary aspects as education, communication style and geographical
locations can also affect the organization to mange and lead the business without any problems.
On the other hand, organizational level factors as role in company, experience and network can
also become the reason for complexities in organization. With respect to this, the cultural aspects
as culture wise language, way of cooperation, difference in conflict resolution strategy and
traditional observances or personal space might be cause for conflict in the organization. With
reference to this, the authors have also determined the diversity aspect with its dimensions that
drive the complex situation for business to deal with it.
Figure: Diversity aspects
(Source: Pitagorsky, 2012)

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In relation to the organizational diversity which is also beneficial for organization to enable the
organization for innovation enhancement and capacity to resolve the problem. It is important to
improve the customer service in efficient manner so the complexities of organization should be
managed in significant manner. From the assessment, it is also replicated that the personality
dimensions as internal, external and organization are major aspect to influence the same.
Employee conflicts:
The complexity of conflict cannot be denied while managing the organization in this globalized
era of business management. In addition to this, the conflicts are natural in the group of
organization and people take it adversely but it is positive phenomena for the team or group of
people to engage into the conflict as argument over their views. In relation to this, without
conflict, it might be a problem for the team or organization to stopping down the unhealthy
agreement in between the employees. It is also perceived that the people do not try to resolve the
conflict in effective manner and engage into the avoidance and ignoring the issue of conflict
which is not good for the organizations (Health Insight, 2013). The decision making aspect is
also influenced from the poor conflict management so it is retrieved that the management of
conflict is also valuable for the organization to lead the team towards an innovative way of
management. It is also assessed that the subordinates accept the arguments of leaders what they
say which denotes that the group of people or subordinates do not want to create conflict in the
organization management.
It is also said that the conflict may arise due to several sources such as personality difference,
opinion and view aspect, job position of people, lacking of sound norms and appropriate reward
system and so on. On the other hand, it is also determined that the complex situation among the
employees may also be arisen due to the hidden agendas of leaders and management. In context

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to this, the conflicts are also segregated in two forms as healthy and unhealthy in which the
healthy conflicts arises due to the emphasis on task problems, legitimate difference in between
the views of people. On the other hand, the expectations about the decision’s impact can also be
a reason of conflicts among the employees (Holmes and Stubbe, 2015).
On the other hand, unhealthy conflict might arise due to the power and rewards difference among
the human resource. Additionally, issue in between the individual goals of the group, personal
issues from the past time, irrelevant communication are also the source of unhealthy
communication. In relation to this, the healthy conflicts are good for the organizations but the
unhealthy conflicts might create problem for the management to deal with the workforce in issue
resolving manner. In context to this, the complexities in the organizations are typical for the
business to deal with its in proper manner, it includes the group of people, organizations, system,
organizational departments and the process of organization are major resource. For instance, fifty
human resources are involved into the development of a site for the organization that directly
resulted into the complex process (Proksch, 2016).

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Strategy to manage the organization complexities and conflicts
In this rapidly developing era, management of conflict and complexities is essential for the
organization to lead towards competitive advantages. It is also endowed that all types of
complexities are not bad for the organization. In relation to this, it is also discussed that the
organizations are complex in nature as the organizations are facing the issues in this competitive
environment (Skelcher and Smith, 2015). The organizations possess the responsibilities to
resolve the organization complexities so that the organizations can proceed with the excellence.
Leaders play crucial role in managing the complex and highly conflict environment with the
effective strategies and techniques. In order to reduce the complexities in perspective
organizations, the following methods can be adopted and implemented (Sun et. al, 2016).
Furthers, complexities framework can be employed by the organization as operational
complexity in which the business should focus on the planning principles and activities in the
planning for organizational operations. In additional to this, outcome complexities can also be
managed through effective planning so that the outcome of results of the planning can be
attained in significant manner (Higgerson, 2016). Along with this, it is also assessed that the
framework includes the environment complexities in which the organization can adopt the
system through which the cultural diversity can be managed. As it is also perceived that the
managing different culture base people is also valuable for the organization to have the talented
and skilled people from diverse culture which is productive for business. In relation to this, it is
determined that the cooperation and collaboration is essential to planning the wide culture people
in efficient manner. In context to this, the stakeholders of the organizations are also important so
the interest of each stakeholder should be treated fairly. Moreover, the organizational complexity

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should also be managed by the leaders in order to take the beneficial decisions for the
organizations with including employee engagement (Bolman and Deal, 2017).
In addition to this, the complex organizations can be managed through decision making and the
following process can also be adopted as
Figure: Process of Managing Complexities in Organization
(Source: Coggburn et. al, 2017)
In addition to this, the conflict can create the adverse impact that drives the organizational
complexities so the managing leaders should be focused on the resolution of conflicts. In order to
resolve the conflict, team member can be desired assertive and cooperative as the team member
To understand the type of complexity
To investigate the reasons of complexities
Identification of complexity problem resolution
Choosing suitable solution
Implementation of chosen solution

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are also important part of the organization as they can also be valuable for business to derive the
positive and long term relationships among the team members. The leaders can adopt the
strategies of conflict resolution with the degree of cooperation and self affirmation (Stahl and
Tung, 2015).
The leaders can adopt the accommodation in which the one party gives the support to against
party as what it wants. In this strategy one party want peace so the conflict can be resolved.
Furthermore, the organization can also engage into the avoidance of issue or problem so that its
impact can be reduced and it entails the low degree of cooperation and self affirmation (Bolman
and Deal, 2017). Apart from this, collaboration strategy can also be implemented by the
management through collaboration of ideas from both side people so that the equal power people
can be managed in effective manner. It is also assessed that the compromising strategy can also
be implemented by the leaders or managers to solve the issue in acceptable manner for both the
parties (Turner et. al, 2018). In this situation, it is also identified that both the parties are satisfied
with the moderate degree of cooperation and self affirmation.

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Conclusion
Over the analysis, it can be concluded that the nature of organization has become complex due to
the globalization cultural diversity and employee conflicts. It can be concluded that the conflict
are not only unhealthy but these are also positive to drive the innovation for solution of a
problem. In relation to this, the conflict can be managed through a strategic process as
compromising, collaborating, avocation and accommodation.

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