approaches used in designing an intervention
Abstract
The fact that conflict is inevitable in organizations dictates the essentiality of formulating effective interventions design to restore normalcy during instances of confrontations. Leaders/managers ought to respond to disputes among workers to regain normalcy and create a conducive working environment. Conflicts in the workplace are associated with social interactions evidencing struggles on matters or power, beliefs, status, resources, and other preferences. Conflict management in an organization entails the process of diagnosing and formulating intervention measures towards a substantive address to intergroup, interpersonal, or intergroup conflicts. It involves the formulation of strategic actions to have an effective response to conflicts in the workplace. The adoption of a well-designed system of managing conflict will enable an organization to restore normalcy and work towards the desired goals quickly. This gives an insight into the essentiality of formulating an intervention design to help S.R.E.T to address the problem of conflicts among supervisors. The paper looks into previous literature concerning the approaches used in designing an intervention, thus leading to the formulation of methods and theoretical analysis to address conflict among the supervisors.
Objectives
Several objectives are influencing the decision to adopt this intervention. Conflict among workers is a significant problem that might lead to the untimely collapse of the company. Such consideration dictates the essentiality of formulating an immediate and effective intervention. As briefed earlier, perfection in resolving employee differences is critical in enabling the company to achieve its set goals. Some of the significant objectives include;
- Enable all the employees to work towards the attainment of common goals.
- Ensure that all workers are committed and motivated to work together and attain common goals.
- Improvement of mutual respect and trust among all the workers.
- Encourage all the workers to appreciate the diversified nature of the workforce.
- Show understanding for each other and foster mutual working commitment towards the attainment of common goals.
- Creation of a win/win situation among the conflicting supervisors.
- Triggering open-mindedness and the ability of all workers to understand each other.
- Limiting conflict-provoking actions/behavior and improve team morale and performance.
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Hypothesis
The adoption of conflict management and intervention aims at responding to the problem of conflicts among the supervisors. The continued conflicts risk the company to an unpredictable future and ultimate collapse. To restore operational normalcy, the paper hypothesizes as follows;
- If S.R.E.T can resolve the disputes among the supervisors, then the company will restore normalcy in its operations and ease the realization of the targeted functional outcomes.
- If S.R.E.T manages to curb the continued interpersonal differences among supervisors, then the company will be able to influence all employees to work mutually towards the realization of specific predetermined goals.
Overview of Related Literature
Many scholars and academicians reflect on approaches used in designing and implementing systems meant for conflict management. Such conflict management systems capture a comprehensive outlook concerning the issue or situation being considered (De Lancer Julnes, 2017). Besides, the systems seek to come up with mediation, which enables organizations to respond to the issues or operational challenges facing their day-to-day operations. Perfection in integrating the chosen method is critical to facilitate the attainment of the targeted outcomes. Organizations need to adapt and customize the management system selected in a manner that meets the specific needs of the corporation. The organization’s operational premise should be considered when coming up with such a customized system. The need to resolve conflicts in the workplace is dictated by the fact that such disputes curtail smooth operations and cooperation among the employees. As such, the adoption of an effective CMS is vital towards enabling organizations to avoid the chances of operational failure during instances of disputes among workers.
There are several considerations when developing an effective conflict management system. Collecting relevant data concerning the type of conflict is one of the essential concerns for the adoption of an effective conflict management system (Yusuf & Pretorius, 2017). Managers in an organization need to have an in-depth analysis of the workplace situation and the significant causes of confrontation among workers to enable them to adopt an effective system. One of the substantial information/data that the management team ought to consider relates to the working relationship among workers, each employee’s perception towards other colleagues, and the significant reasons behind the conflicts. Besides, the management team needs to analyze the considerable implications of such conflicts. For example, the management team needs to reflect on how the disputes curtail organizational success. There are diverse factors that the managers should consider as the basis of their analysis concerning the causes of the conflicts. Many factors may translate to conflict among the employees in the place of work. There are many types of disputes that may occur in an organization. The management team should be familiar with such types to enable them to come up with the best and specific approaches to negate the situation. One of the major types of conflicts within an organization is between the employees and employer. Secondly, confrontations may arise among the administrators and supervisors. Thirdly, conflict may occur between the workers themselves. The occurrence of any of these types of disputes may trigger misunderstandings in other levels, thus leading to operational challenges. For example, conflicts between a supervisor and the workers may lead to disagreements among the supervisors, thus risking the organization to an unpredictable future. As such, the management team should collect data on such conflicts to enable them to formulate effective counter-approach measures. All the person’s tasked with management should come together when analyzing the disputes. The analysis will focus on the type of conflict and significant factors associated with its emergence. After sampling the targeted workers within the organization, the managers will come up with an excellent approach to collect and analyze the data. The use of questionnaires is the most effective approach to enable the management team to collect this data. The surveys will provide a platform for all the employees to have their input concerning the progress of the organization. Managers will focus most on the supervisors but also appreciate the contribution of other workers. All the supervisors need to participate in enabling the management team to come up with a lasting solution to the matter. The inputs given by the respondents will form the basis of the conflict management team that the organization will adopt to resolve the issue. After establishing the type, causes, and significant implications of the conflicts, the management team will come up with an integrated conflict management system to help in resolving the issue. The decision to adopt an integrated approach is influenced by its ability to consider various stakeholders and appreciate their input. There are diverse critical stages that enable an organization to develop an effective CMS. The fundamental stages include;
- Assessment and inquiry- This entails the process of clarifying the main reasons behind the conflict. The step aims at influencing the conflicting personnel to resolve their disagreements and resolve the matter.
- Planning and Start-Up– The stage involves the formulation of a practical approach towards resolving the conflict. The management team considers the best strategies to enable the organization to counter the problem.
- System Design- The step entails the adoption of designing a system that can effectively resolve the conflicts facing the organization. The adoption of an effective system translates to the realization of the desired outcomes.
- Implementation and Transition- These are the last two stages during the development of a CMS. Implementation entails the process of integrating the designed system into the organization. On the other hand, the transition involves the restoration of normalcy within the organization.
Ideas and concepts concerning group/team performance are essential when reflecting on the aspect of organization conflicts. As briefed earlier, disputes among the workers translate to poor cooperation hence curtailing it from achieving its set goals. Group work centers mostly on behavior as opposed to individual performance (Thornton III & Byham, 2013). Group/team performance is an essential part of successful organizational progress. An active conflict management system should focus on the formulation of strategic measures to ensure that the conflicting employees resolve their differences and work as a group. As such, managers should understand the concept of group/team performance to enable the organization to achieve the set goals and objectives.
Methods
There are diverse conflict management methods that can enable the organization to resolve the continued disputes among the supervisors. S.R.E.T should analyze all the available techniques and adopt the most effective approach to restore normalcy. Organizations can resolve conflicts through mediation, disciplinary actions, arbitration, collaboration, and negotiation, among other methods. The adoption of a practical conflict resolution approach is fundamental to enable the company to realize operational normalcy and curtail the chances of failure (Anderson & Anderson, 2010). Negotiation and collaboration is the most effective conflict resolution method to enable the company to address the challenges facing it due to continued disputes among the supervisors. Even though there are diverse techniques that can be used in resolving this conflict, the decision to use negotiation and collaboration is influenced by various advantages associated with the method. The aspect of employee morale is an essential consideration. The negotiation and collaboration approach enables an organization to maintain the morale of the supervisors after it is resolved. Negotiation and collaboration give a platform for all the conflicting employees to air their grievances and find a solution together. As such, all the contradictory supervisors will feel satisfied after the resolution hence maintains their working morale. Secondly, the approach will enable the supervisors to understand and appreciate the diverse nature of their perspective. This will help not only in resolving the differences but also in strengthening their working relationship and respect for each other regardless of the variance in opinions or ways of doing things. They will utilize such diversity in views and thoughts to come up with innovative approaches to enhancing performance. The fact that S.R.E.T suffers from internal conflicts is a significant factor leading to the adoption of such a management system to analyze and resolve the differences. The conflicting supervisors are essential in dictating the levels of success realized by the company. Taking disciplinary actions such as firing the employees may pose practical challenges to the organization. This is because the supervisors are familiar with the organization’s day-to-day activities. Arguably, retaining these workers is associated with the strengthening of the company’s brand hence translating to the continued success enjoyed by the company.
The utilization of this method aims to achieve a win/win solution to the problem. The company seeks to resolve the matter in a manner that will influence the employees to settle their differences and continue working together. Collaboration/negotiation gives the company a chance to realize such a win/win solution, which is fundamental to avoid firing some employees. Various procedural steps should be utilized to facilitate the effectiveness of this approach in resolving the conflict. Clarification of the disagreement leading to the conflict forms the initial step towards a sufficient resolution. This involves the use of the questionnaire. The questionnaire will focus on analyzing the workers’ perception of the workplace environment. Secondly, the survey will consider the attitude of the supervisors towards their colleagues. The respondents will give input concerning their relationship with both the junior and senior workers within the organization. It is worth pointing out that the questionnaire will not only focus on the significant factors behind the confrontations but also seek to reflect on the feelings among the supervisors concerning their relationship with other stakeholders. The senior management team will be at the forefront of the entire process. All the supervisors will participate in the process. Besides, the HR department will play an essential role in facilitating the success of the measures adopted to curb the situation. The input from the respondents will enable the managers to come up with a common goal that the conflicting supervisors should seek to attain. The second step is discussing the common goal with the conflicting supervisors. All the senior managers will participate in helping the supervisors to come up with an amicable solution and end their differences. After the workers agree to end the confrontations, the management team should consider some of the barriers that might hinder the realization of such goals. Precisely, the supervisors will be given a chance to point out some of the hindrances that might lead to their inability to forget the past and work mutually towards the attainment of the corporation’s goals. For example, systemic distrust and partisan perception are some of the factors that have hindered many organizations from having a sufficient conflict resolution. The senior managers will point on such factors and come up with measures to ensure that they do not curtail the attainment of the desired goals. After addressing all the concerns, the conflicting supervisors will be encouraged to come up with a consensus to help them work together and attain the set goals.
Participants
There are diverse participants toward the realization of effective conflict management. Organizations should involve all the relevant personnel to ensure that the process of resolving the differences is effective. The company ought to include all the relevant participants to come up with a lasting solution to the matter. Senior management will play an essential role in resolving this conflict. Besides, the head of departments, HR managers, and other relevant authorities will participate in finding a solution to the problem. The conflicting supervisors are similarly among the important participants to enable the company to restore operational normalcy. The participation of all these stakeholders throughout the process will allow the company to have a valid address to the continued conflicts hence save it from collapsing.
Testing of Hypothesis
The success of the entire process will be dictated, considering the progress made as far as the hypotheses are concerned. Positive behavioral transformations will evidence that the approaches adopted succeeded in resolving the matter. Improved trust among the supervisors is one of the methods towards measuring the effectiveness of the measures taken. As briefed earlier, lack of trust among the supervisors is one of the major causes of conflicts in various organizations. The questionnaire utilized in resolving the disputes will consider the aspect of trust among the supervisors. Willingness among the supervisors to confront all organizational, operational challenges together and share about their issues is one of the considerations to prove that the workers’ trust towards each other has improved. Besides, the management team will come up with a survey to analyze the supervisor’s trust towards each other. Cooperation among the supervisors is another metric that will be used to examine the success of the measures adopted by the management team. Employees have the willingness to work mutually if they trust each other. The post-implementation surveys will consider such metrics in analyzing the levels of success attained by the management team. Positive outcomes will point to the effectiveness of the measures hence encourage the management team to uphold the approaches.
Conclusion
The paper reflects on the intervention design used to resolve the problem facing S.R.E.T. The company suffers from the continued conflicts among supervisors. Supervisors play an essential role in dictating the functional success enjoyed by the company. Secondly, the adoption of measures to help in retaining and attaining top talents is a strategic approach associated with the progress that the company enjoys. Constant conflict among the supervisors risks the company to an unpredictable future. This dictated the need to adopt this management system to help in resolving the disputes. The choice to use collaboration and negotiation model is influenced by the fact that the approach offers all the workers with a platform to air their grievances and contribute towards resolving the matter. Besides, the company needs to retain and attract top talents to maintain its strong brand. Negotiation and collaboration is the right approach to help the company to avoid firing the conflicting workers. The questionnaires used focus on the factors leading to conflicts. The system adopted aims at resolving the conformations, influencing and encouraging supervisors to work together, and build trust among all workers. The survey questions used before and after the resolution will help to analyze the levels of success realized.
References
Anderson, D., & Anderson, L. A. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership (Vol. 36). John Wiley & Sons.
De Lancer Julnes, P. (2017). Performance-based management systems: Effective implementation and maintenance. Routledge.
Thornton III, G. C., & Byham, W. C. (2013). Assessment centers and managerial performance. Elsevier.
Yusuf, A. S., & Pretorius, J. H. C. (2017). Conflict management in projects (pp. 817-823). IEEE.