Management Essay

Management Essay

1.    Discussion Prompt: Encouraging Teamwork

1.1.    Imagine yourself as a newly appointed leader or manager of a team doing work in your field of knowledge and experience. What first steps would you take to encourage teamwork?
•    Allow the employee to think creatively and independently thus creating an environment of motivation and inclusive growth. 
•    Identify the individual strengths and weaknesses to ensure efficient and meaningful allocation of work that will help them to be identified for their good work.
•     Ensure an open and clear communication process, wherein the right information is given to the right person at the right time and the right place (Tullo, 2019). 

1.2.    Some organizations are discouraging telecommuting (including working from home and other remote locations) because they think such activity interferes with teamwork. Do you agree or disagree and why?
There were times when it was assumed for teamwork and a healthy work environment, physically being present is precedential. I believe that even through remote workplaces and virtual offices, management will be successful in building a productive and motivated team. It might be challenging to do so, however, it isn't impossible. The prerequisite to building a positive team is to ensure the team is well connected and on the same page, particularly on a professional front (Lohmann, Pratt,  Benckendorff, Strickland, Reynolds & Whitelaw, 2019).  

1.3.    Whether you agree or disagree, virtual teams, have and will continue to become more popular in the business world. Identify two (2) practices that help to foster “team spirit” within virtual teams and explain how they are helpful.
•    Corporations should generously and mindfully invest in tools, gadgets, and other equipment that will aid to establish a clear and continuous communication channel. Since for team spirit, these connect electronic agents is inevitable.
•    A clear and precise work from the policy has to be formulated. the policy should be developed in such a way that the employee is provided with sufficient time for breaks and also balance personal life (Ogbonnaya, 2019). 

1.4.    Is there a role for “independent”, decisive, and creative thinkers in a team-based organization? How?
It is myths that team-based organizations don't have employees to think creatively and independently.  The mere foundation for a successful team is creative, innovative, and independent employees who are willing to work with no external pressure.  To promote team-based work, identification, and definition of roles and responsibility is essential, which is possible only with self consciences employees (Andrews & Smits, 2019). 

2.    Communication and Conflict Resolution

2.1.    Introduction 
Conflict is inevitable and a part and parcel of the everyday operations of a corporation. A successful organization is not one that doesn't have conflicts but one that effectively and impartially resolved the conflict. The trump card for effective resolution is communication itself.  One of the most common conflicts of today's workforce is discrimination based on a personal factor such as race, color, gender, nationality, and other personal factors that are beyond the control of the individual. However, not everyone is tolerant and welcoming towards these variations and changes.  Sadly even during an era inclined towards technology, performance, and non-personal factors, however, there are ample shreds of evidence against this myth (Williams, Moore, Williams, Jones, Bell & Holloway, 2019). Discrimination can be openly witnessed during recruitment and selection, performance and appraisal process, compensation management, growth, and development program, rewards and recognization, etc. most often the most talented and capable employee fails to receive their due credit owing to discrimination.

2.2.    Analysis
 Conflict management is the most complex and delicate issue for management and the issues multiple complicities when the reason for the conflict is discrimination due to colour, race, nationality, gender, etc. it is the responsibility of the organization to carefully handle the issue and ensure all legal factors are covered. The five steps that need to be carefully analyzed and looked into are:
•    The individuals who are vested with the responsibility to resolve the issue should be neutral and have no assumptions and mindset. They should allow either side to speak their versions of the truth. Through open and transparent communication, the parties involved will be allowed to express themselves better and what exactly went wrong.
•    The parties must be ready with what is the final compromise and solution will be. In this case, the employee wanted his share of recognization for his performance. Such a feasible solution will be able to shape the resolution process toward a meaningful end.
•    It is essential to understand that discrimination in the workplace is unacceptable and should be discouraged. The larger interest of the organization and employees should be borne in mind. Even though the decision for no award for the employee, comes from the management, because of the larger and common interest, the decision should be taken in favor of the employee.  
•    Negotiation is a skill in itself and it is mandatory to master the skill since there the parties so involved belong to a different cultures with a varied backgrounds. Thus it is the responsibility of the mediator to ensure everything is fair. 
•    Of all, it is important to ensure there are dignity, integrity, and honesty during the entire process.
From the above discussion, it is clear that communication plays a vital role in conflict management. Poor, improper, and unclear communication style will ruin the process and yield no result and in the worst cases, it will accelerate the conflict. Communication isn't merely restricted to oral communication (during the discussion process) but also extends to written one (during recording the order of events, agreements, the future course of action, etc) (Nash & Hann, 2020). 

2.3.    Recommendation 
Apart from the above-discussed conflict resolution mechanism, the following can also be implemented :
•    The importance of a calm and positive attitude can't be undermined. only a cool and relaxed mind will be able to think about the current crisis and the best out for the larger interest of the organization. 
•    The importance and contribution of communication can be undermined irrespective of the nature and type of conflict. 
•    The simple task that employees as individuals can do is self-introspection and reflection. Over time, the individual will be able to assess the situation better and with a better analytical and practical approach.  
•    Design and build a conflict resolution procedure that isn't biased to ensure the affected parties have faith in the process and that the outcome of the resolution is the most effective and practical solution.  The resolution process should aim at problem-solving rather than attitude assignation. The focus should be on individual behavior rather than the individual him/her self (Nneka, 2019). 

2.4.    Conclusion 
The primary parties involved in the conflict are (a) the conflicting parties (b) the party resolving the issue or the HR manager (c) mediators, in any (d) management. An effective conflict resolution process focuses on ensuring the problem isn't just resolved but also doesn't appear again. Putting the sand inside the sand and hiding from the conflict will serve no purpose. The role of the management and manager is crucial. Thus the manager should be positive and professional in handling the issue. It is high time that there is no discrimination at the workplace whatsoever and only merit and performance ought to prevail (Komodromos, Halkias & Harkiolakis, 2019).