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Managing Conflict In The Organization

MANAGING CONFLICT IN THE ORGANIZATION
Outline a strategy for change designed to achieve the following objectives:
a) To prepare people for change, convincing them that significant organizational changes are needed.

Change process starts with an awareness of the need for change. Bringing about change is easier said than done because as humans it is our nature to resist the unknown and unfamiliar. We are comfortable with the status quo, not matter how many problems lie underneath. However, the need for change is increasing; change capability is necessary for organization that will succeed in the future. At its heart, change management is a state of mind, a philosophy that says "we want to only make changes after due planning and consideration, and we want those changes to be made in a consistent, repeatable, reliable fashion." Implementing that philosophy usually results in a process, outlining how change occurs.

An analysis of this situation and the factors that have created it leads to a diagnosis of their distinctive characteristics and an indication of the direction in which action needs to be taken. Possible courses of action can then be identified and evaluated and as choice made of the preferred action. Managing change during this transition state is a critical phase in the change process. It is here that the problems of introducing change emerge and has to be managed.

To manage change, it is first necessary to understand the types of change and important to bear in mind that while those wanting change need to be constant about ends; they have to be flexible about means. This requires them to understand the various models of change that have been developed. This will make them better equipped to make use of the guidelines for change.

There are two main types of change; Strategic and Operational.

1. Strategic change is concerned with organizational transformation and deals with broad, long-term and organization-wide issue. It is...