MAN501 Communication Negotiation Assignment Sample
Here’s the best sample of MAN501 Communication Negotiation Assignment, written by the expert.
Task: Analyze a certain situation of conflict and come up with a solution for the case study
Introduction
The purpose of this assessment is to analyse the case study ‘Promotion to Darwin’ which highlight a conflict situation and to find solution for the identified expected problem. To do this, theories of power, motivation and conflict are used for problem-solution analysis and specific guidelines are put forward for new job position.
Analysis of problem/problematic situation
From the case study, it is analysed that Mr. Johnson is facing problem in the new assignment of undertaking a line job which involves changed relationships, new methods and processes, new reporting style and new responsibilities for pay and promotion of the organisational members (home office functional counterparts) that will report to Johnson in the new job role. The situation given in the case study can be related to the approach- avoidance type of conflict of motive as Johnson has drawn promotion for major line job due to his ability and trust of management but at the same time, resisted by the new situation due to the foreseeable problems in leading and administrative challenges. In addition, it is also identified that the basis of this power is referent power which is due to high regard towards Johnson which is held by the top management and other senior executives due to the personal charisma. The source of power is also expert power highlighted in analytical ability and general administrative capabilities by Johnson as account executive in the controller department. Thus, from the expertise in this particular area and trust of other senior management and other on Johnson can created certain expectation of performance pressure by Johnson. As in changing reporting there can be administrative conflict which may lead to disagreements in which work to be carried out to improve performance at Darwin as the home office executives suggest to maintain functional relationship with functional counterparts even when they will report to Johnson. There can also be problem of emotional conflict which can bring negative emotions and dislike by other workers towards Johnson. Thus, another problematic situation can arises from the two patterns of relationship between home office and Darwin plant. Also, lack of experience in handling such major role and responsibilities and administrative challenges in new assignment at Darwin plant are the key problem that are expected to be faced by Mr. Johnson at Darwin as Plant Manager. In addition, from the perspective of motivation, the theory of Maslow hierarchy of needs can be used to identify the problem in this case situation. It can be observed that individual has esteem needs which indicate the need to be accepted, respected and appreciated by others peer groups or individuals (Poston, 2009). There are chances that in this new position Johnson fear that that the esteem needs will not be fulfilled as Johnson is complete stranger and has not taken a major line job in taking reporting of departmental heads and will be the main point of contact for headquarter instruction to be followed in plant which initially can be unacceptable to others. Also, the theory of intrinsic motivation can be related to rewards as behaviour where no external incentives are required to guide action (Cerasoli et al., 2014). The intrinsic motivation factors like acceptance by others, ability to influence, social status, knowledge, etc, desire affect the behaviour of an individual. In Johnson situation, there is lack of intrinsic motivation which affects the behaviour towards the new job. The fear in undertaking new role with changed relationship, fear of acceptance by others as reporting head and additional responsibilities are affecting the intrinsic motivational level of Johnson.
Possible solution for identified problem
To deal administrative conflict that can rise with two emerging pattern of relationship among the home office executive and plant at Darwin, the theory of path goal can be considered by Johnson. The part goal theory emphasise the leader motivational function to make clear and explain the course that must be undertaken to achieve desired goals (Polston-Murdoch, 2013). Here, Johnson can clarify the relation that must be nurtured and developed among the home office and plant to improve work relationship performances and remove hurdles that comes in the way of goal accomplishment at Darwin. This approach will provide possible solution to minimise the conflict for getting arise and increase collaboration in meeting performance goals with clear directions. Also, a pro-active behaviour proposed by Greenberg’s is required to promote fairness (Pilař et al., 2014) and allocation/distribution of equitable resources in dealing with all the departmental heads reporting to Johnson.
Another behavioural guideline that can be used by Johnson in taking up new job role to direct the plant activities and communication with other departmental heads, home office executives and their functional counterparts is to be fair and develop respectful working conditions. This will be useful in avoid any conflicting situation. In addition, it is essential to increase the personal power in the Darwin plant by knowledge development for the different departments under the control also the legitimacy of decision taken and behaviour adopted must be aligned with the performances goals of Darwin to avoid any conflict with departmental heads. The negotiation behaviour can be adopted as a possible solution in conflict management (Chuah et al., 2014) among the home office executives and plant in new job role. Johnson can follow informing behaviour. This kind of behaviour allows an individual to explain the view point in both direct and indirect ways for an action or decision taken (Huczynski et al., 2013). Thus, information is exchanged with others for an effective negotiation to take place. Also, an opening behaviour can be followed in new job role in other situation where informing behaviour is not required to find out the details from other side and perspectives to determine the outcome.
Conclusion
It can be summarised that there are different problems expected in the new job and solution is identified in understanding of path goal theory of motivation and conflict. Also, Johnson needs to give consideration to the stated behavioural guideline for the new job role at Darwin to deal with anticipated problems.
References
Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological bulletin, 140(4), p.980.
Chuah, S.H., Hoffmann, R. and Larner, J., 2014. Chinese values and negotiation behaviour: A bargaining experiment. International Business Review, 23(6), pp.1203-1211.
Huczynski, A., Buchanan, D.A. and Huczynski, A.A., 2013. Organizational behaviour (p. 82). London: Pearson.
Pilař, L., Pokorná, J. and Balcarová, T., 2014. Pro-active Behaviour in Context of Team Climate. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 62(4), pp.685-695.
Polston-Murdoch, L., 2013. An Investigation of path-goal theory, relationship of leadership style, supervisor-related commitment, and gender. Emerging Leadership Journeys, 6(1), pp.13-44.
Poston, B., 2009. Maslow’s hierarchy of needs. The Surgical Technologist, 41(8), pp.347-353.
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