Risk Management and Paradigm Analysis: Case Study Report

This report examines a case study of a company that faced significant challenges due to internal conflicts arising from a social media campaign. The company's initiative to improve its image through a community of practice and charitable donations backfired when some employees voiced personal reservations about the campaign. The report uses the radical structuralist and neohumanist paradigms to analyze the situation, highlighting how the internal conflict led to negative social media attention, campaign failure, and damage to the company's reputation. The methodology section demonstrates critical analysis of the organizational structure and the impact of the company's actions. The literature review supports the use of the paradigms and their relevance to the case. The report provides a solution development and proposal, discussing the risks of not using the correct perspectives. The discussion and conclusions emphasize the importance of effective communication, employee involvement, and risk management in organizational campaigns to avoid similar failures and maintain a positive brand image. The report provides insights into how businesses can manage risk, handle internal conflicts, and effectively engage with employees to avoid the pitfalls of poorly planned campaigns.

Risk management and Paradigm in the organisation
0 | P a g e

Table of Contents
1.0 Introduction...........................................................................................................................................2
1.1 Problem statement.............................................................................................................................2
2.0 Methodology – demonstration of critical analysis.................................................................................2
3.0 Literature Review..................................................................................................................................4
4.0 Solution Development and Proposal......................................................................................................6
5.0 Discussion and Conclusions..................................................................................................................7
6.0 References.............................................................................................................................................9
1 | P a g e

1.0 Introduction
The primary purpose of the paper is to discuss the negative situation that has been developed
within the organisation of the case study. The paper also discusses the paradigm that could be
effectively used by the professionals to deal with the situation.
1.1 Problem statement
The company had effectively formed the community of practice among the employees, which
had created some of the issues within the organisation. It is the fact that some employees had a
personal reservation regarding the campaign where they did not provide any comment regarding
the campaign, and for that, the internal conflict took place within the workplace. Some of the
employees were not able to handle the situation and they felt isolated from the company and for
that the organisation was heavily criticised on social media during the launch of the campaign.
The primary accusation regarding the company is that they are using the charity for increasing
their market share. They were even accused of not having the plan to respond, and the attack
came as a surprise for the company. The issue leads to the failure of the campaign as the
company had to shut down their social media page, and even they had to withdraw the campaign.
The problem that has been faced by the organisation is due to the internal conflict and also due to
the facts that most of the employees were unaware of the campaign and its agenda which leads to
the failure of the activity and also failure for the organisation.
2.0 Methodology – demonstration of critical analysis
The organisation has faced a huge issue regarding their campaign process, and for that, they had
to shut down the campaign, which is considered to be the loss for the company. The paradigm
that has been used for understanding the conflict and the issue that took place within the market
is the radical structuralist as well as the neohumanist paradigm (Wilson, 2017). The fundamental
set of assumptions that have been adopted by the professional community, which allow their
members for sharing a similar perception as well as engage within the commonly shared practice
is known as the paradigm. The neohumanist paradigm usually seeks the radical changes along
with the emancipation, then the potentiality and even stresses the role which the different social,
as well as the organisational forces, play within the understanding change (Burrell, and Morgan,
2017). This paradigm generally focuses on all the form of the barriers to emancipation within the
2 | P a g e

particular ideology to seek the ways to overcome them. The radical structuralist paradigm
primarily emphasizes the requirement to overthrow or even transcend the limitation that has been
placed on the existing social as well as the organisational arrangement. This paradigm usually
focuses on the structure, along with the analysis of the economic power relationship.
The neohumanist paradigm provides the view that the internal conflict of the organisation can be
effectively managed with the help of effective understanding and potential activity of all the
team members (Ballard, 2018). The negative situation within the organisation was created due to
the fact that some of the employees those who are associated with the campaign did not share
anything with the other staff members within the organisation. This has created chaos among the
workers, and most of them felt that they had been isolated within the organisation. Moreover, it
can be seen that neohumanism did not represent the concept of the structural conflict, but it
presents the concept of the anti-organisational theory (Shannon-Baker, 2016). This effectively
helps to make the employees free from all the social pressures for maintaining the situation. The
use of neohumanism paradigm within the internal conflict of the organisation will help the staff
members to avoid the situation by involving the members within the campaign process or even
by developing the effective value for the workers within the field (George, 2016). The primary
subject of the studies under this paradigm needs to be effectively developed within the workplace
for dealing with the staff members and providing them with the effective value within the field.
The radical structuralism paradigm deals with the economic power relationship within the
market. It can be seen from the case study that due to the internal conflict the issue got raised
within social media and for that maximum number of the public became aware of the situation
which leads to the negative impact of the campaign over the people (Sheninger, 2019). It can be
effectively seen that the use of radical structuralism can effectively help the workers and the
common people to deal with the situation and understand the facts that are associated with the
situation. The image of the organisation was effectively destroyed in social media by the help of
the negative comment and all the criticism that happened within the market (Feldner, Logan, and
Galloway, 2016). This could be effectively maintained if the staff members of the organisation
have to look after their social media page and maintain the activity of the people within that
page. It was highly essential for the organisation to have a clear vision regarding the campaign
and include all the members so that there is no such inner conflict and activity within the
3 | P a g e

workplace. This situation can be effectively maintained with the help of the radical structuralism
by analysing the situation and the power of the people for performing the activity.
3.0 Literature Review
The fundamental set of assumptions that have been adopted by the professional community,
which allow the members for having a similar perception regarding a particular practice is
known as the paradigm (Bazzano, 2018). Furthermore, it can be seen that the paradigm is the
assumption regarding the knowledge as well as its acquisition and also regarding the physical as
well as the social world. In the case, it can be clearly understood that the organisation has faced
huge issue regarding the internal conflict within the physical along with the social activity of the
business. This has eventually led to the failure of the campaign, and all this took place due to
some of the silly activity of the staff members within the organisation. It can be clearly viewed
with the help of the paradigm that the situation would have managed with suitable activity and
avoidance of negative impact over the workers (Green Coleman, 2016). The use of paradigm can
be effectively seen within all the scientific along with the professional communities for
maintaining the situation and also for the avoidance of negative impact over the market (Silk,
Daly, Jablokow, and McKilligan, 2019). The social campaign laid by the firm has created a
negative impact over the people due to the internal conflict that raised negative comment and
feedback on social media.
In can be effectively seen that four types of paradigm could be used to understand the situation
and make an assumption to deal with the issues within the organisation. The four types of the
paradigm are the functionalist paradigm, then the social relativist paradigm, radical paradigm as
well as neohumanist paradigm (Rowley, Baragheh, and Hemsworth, 2016). The functionalist
paradigm is primarily concerned regarding the explanation of the status quo along with the social
order, and then the integration and even it needs satisfaction for the rational choice. Its main
focus is one the individual elements of the social system so that it can form integrated whole.
The other paradigm is the social relativist which primarily seeks the explanation in the realm of
the consciousness of the individual as well as it is subjective (Gupta et al., 2017). It deals with
the social activity and the arrangement of the organisational value to deal with the social roles as
well as the institution for expressing the meaning that eventually attracts the world (ZHANG,
4 | P a g e

and ZHANG, 2016). The other paradigm is the radical structuralist along with the neohumanist
paradigm for dealing with the situation and maintaining the activity within the organisation. It
supports the professional community to maintain its activity.
The radical structuralist paradigm is highly associated with the structure, along with the analysis
of the economic power relationship that deals with the organisation and the professional value
(Hammar, 2018). In the case study, it could be effectively seen that the employees of the firm are
not satisfied with the activity performed by the organization. It provides the view regarding the
organisational structure that needs to be effectively maintained so that the employees can
communicate with each other effectively without any issue and inner conflict. The radical
paradigm provides the view that there is a predictable negative backlash from the public due to
the fact that the inner conflict of the organisation has spread all over the social media and people
eventually related it with their situation which leads to the issue (MacDonald, 2015). The
situation has been created due to the improper structure of the organisation where the staff
members are not appropriately associated with maintaining their activity most effectively and
suitably. For the professional activity this is highly essential to maintain the activity and provide
effective view on the facts for maintaining their working function for the campaign of the firm.
The neohumanist paradigm deal with the radical changes that took place within the organisation
for maintaining their activity and their value in term of the campaign (Richardson et al., 2017). It
primarily focuses on the distorted communication among the staff members within the
community or the organisation. It could be effectively viewed that the staff members did not
communicate effectively with each other regarding the campaign as well as the charity activity
that the organisation have developed within the market (Fiset, and Robinson, 2018). The
organisation has developed it maintains the social image of the firm with the customers but due
to the poor communication and the improper activity of the firm the entire activity of the
organisation has gone wrong and for that, the campaign is a complete failure for the business.
People are very much aware of the situation and all this took place due to the negative comment
and the feedback that were spread about the organisation within the social media. Neohumanism
paradigm clearly provides the view that they could be effectively maintained with proper
communication and by avoiding the inner conflict within the organisation (Bussey, 2018). It is
5 | P a g e

the fact that the organisation needs to develop an effective communication process for dealing
with the situation and maintaining the activity of the staff members within the market.
Both the paradigm neohumanism as well as the radical effectively help to understand the
situation that has been formed within the organisation within the staff members. It is the fact that
due to the negative activity and improper communication of the staff members the situation has
been created which lead to the failure of the campaign and also the company had to shut down
their social media page for maintaining the situation (Cortina, 2017). This could have effectively
maintained with proper planning and organisational structure where each of the staff members
effectively communicates with each other for maintaining their value and their process for
managing the activity within the field. It is highly essential for the firm and the professionals to
have effective communication system within the workplace that would help them to deal with the
situation and maintain the activity (Xie, Yan, Liang, and Zhang, 2019). For the successful
campaign, it was highly essential that each of the staff members communicates effectively with
each other and share the view so that none of the workers feels isolated socially within the
workplace. It is the fact that the entire activity of the firm has to be maintained for proper activity
and communication system within the firm to deal with the situation and provide the valuable
position to each of the staff members within the firm.
4.0 Solution Development and Proposal
Structure or Framework for risk proposal
Figure: Framework of risk management
6 | P a g e
Formation of
campaign
Monitor the
entire process
Assess the
security control
Managing social
media page
Effective
communication
with the staff
members
Gather the
feedback
Implementation
of control

Perspective in developing the risk plan
The primary perspective from this proposal could figure out that the organisation needs to have
an effective communication process along with the proper monitoring activity within the firm.
This perspective has a diverse impact on the situation as it can be seen that the process allow the
staff members to share their view and also help to understand their value within the workplace.
The entire process needs to be effectively monitored for maintaining the activity of the staff
members and also monitoring is essential within the social media page of the firm so that none of
the staff can provide their negative feedback or comment within the page that might lead to the
negative impact for the firm.
Perspective being added to the solution
The entire process needs to be effectively maintained for improving the activity of the
organisation and also for providing a valuable business process within the market. It is the fact
that if the business did not follow any of the perspectives within the organisation that had to face
a similar issue in future that might lead to the failure of the firm.
Risk for not using perspective in developing solution
The organisation needs to effectively follow the perspectives for maintaining the risk within the
organisation, or else it might lead to the improper activity within the firm, and also it might
create an issue for the staff members. For the business it is highly essential to develop their value
and understand their working function in the market for dealing with the situation and provide
the valuable activity for the staff members. It is highly effective for managing the activity of the
firm and dealing with the situation in the most suitable and valuable way. The solution to the risk
that could be viewed within the case study is to maintain the staff members and their
communication level within the market for managing the entire staff for dealing with the
situation in the most valuable situation.
Steps to avoid or mitigate the risk
The risk could be effectively mitigated by communicating efficiently with the staff members in
the organisation. It is the fact that in the organisation, it is highly essential to have a proper
communication system for managing the staff members and their activities within the market.
7 | P a g e

The values of the firm have the most effective working function within the field for managing
the situation and providing suitable working function within the market so that the entire process
could be effectively managed and also the risk could be maintained.
5.0 Discussion and Conclusions
The organisation needs to improve its communication system and also they should practice the
process of sharing values and views among each of the staff members. This is one of the
essential parts within the business for maintaining the risk that might create a negative impact on
the staff members. The value of the firm can be effectively managed by developing their
understanding and their working function within the field for dealing with the situation in the
most effective way. The professionals with the help of a paradigm can effectively maintain the
value of the firm and their communication level for dealing with the negative situation that might
take place within the organisation.
The paper eventually concludes the fact that the situation within the organisation in the case
study took place due to the improper communication and that could be maintained effectively
with suitable planning and understanding. The paper also concludes that the neohumanist and the
radical paradigm allow the professionals to understand the situation and provide a suitable
solution to avoid the issue and deal with the situation.
8 | P a g e

6.0 References
Ballard, K., 2018. Inclusion, paradigms, power and participation. In Towards inclusive
schools? (pp. 1-14). Routledge.
Bazzano, M. ed., 2018. Re-visioning Person-centred Therapy: Theory and Practice of a Radical
Paradigm. Routledge.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Bussey, M., 2018. Critical Spirituality: Towards a Revitalised Humanity. Practical Spirituality
and Human Development (pp. 53-61). Palgrave Macmillan, Singapore.
Cortina, L.M., 2017. From victim precipitation to perpetrator predation: Toward a new paradigm
for understanding workplace aggression.
Feldner, H.A., Logan, S.W. and Galloway, J.C., 2016. Why the time is right for a radical
paradigm shift in early powered mobility: the role of powered mobility technology devices,
policy and stakeholders.
Fiset, J. and Robinson, M.A., 2018. Considerations related to intentionality and omissive acts in
the study of workplace aggression and mistreatment. Industrial and Organizational
Psychology, 11(1), pp.112-116.
George, A., 2016. The blind spots of law and culture: how the workplace paradigm of sexual
harassment marginalizes sexual harassment in the home. Geo. J. Gender & L., 17, p.645.
Green Coleman, L., 2016. Rendered Invisible: African American Low-Wage Workers and the
Workplace Exploitation Paradigm. Howard LJ, 60, p.61.
Gupta, D., Paliwal, A., Jain, H., Gupta, V.K., Goyal, A., Kumar, S. and Bose, S., 2017, January.
Cashe-Change Agents for Safety, Health and Workplace Environment: A New Paradigm of HSE
Management. In 22nd World Petroleum Congress. World Petroleum Congress.
Hammar, I., 2018. A conflict among geniuses: challenges to the classical paradigm in Sweden,
1828–1832. History of Education, pp.1-18.
9 | P a g e

MacDonald, E.L., 2015. A Future Without Spectacle: A Refuge from Cultural Hegemony in
Contemporary Art and Neo-Humanism. MacEwan University Student eJournal, 2(1).
Richardson, M., Maspero, M., Golightly, D., Sheffield, D., Staples, V. and Lumber, R., 2017.
Nature: a new paradigm for well-being and ergonomics. Ergonomics, 60(2), pp.292-305.
Rowley, J.E., Baragheh, A. and Hemsworth, D., 2016. The effect of organisational age and size
on position and paradigm innovation. Journal of Small Business and Enterprise
Development, 23(3), pp.768-789.
Shannon-Baker, P., 2016. Making paradigms meaningful in mixed methods research. Journal of
mixed methods research, 10(4), pp.319-334.
Sheninger, E., 2019. Digital leadership: Changing paradigms for changing times. Corwin Press.
Silk, E.M., Daly, S.R., Jablokow, K.W. and McKilligan, S., 2019. Incremental to radical ideas:
paradigm-relatedness metrics for investigating ideation creativity and diversity. International
Journal of Design Creativity and Innovation, 7(1-2), pp.30-49.
Wilson, T.P., 2017. Normative and interpretive paradigms in sociology. In Everyday Life (pp.
57-79). Routledge.
Xie, J., Yan, M.N., Liang, J. and Zhang, H., 2019, July. Perceptions of Negative Workplace
Gossip: An Identity Paradigm. In Academy of Management Proceedings (Vol. 2019, No. 1, p.
14233). Briarcliff Manor, NY 10510: Academy of Management.
ZHANG, J. and ZHANG, Y., 2016. The time course of semantic radical’s semantic and syntax
activation under radical priming paradigm. Acta Psychologica Sinica, 48(9), pp.1070-1081.
10 | P a g e