Conflict, decision making, organizational design Research Paper

Conflict, decision making, organizational design - Research Paper Example The magnitude of decision making is underscored by the fact that it produces the ultimate choice, with its output taking the form of an action or just an opinion of choice. In turn, the import of conflict management is that it encompasses the other two roles which are conflict management and decision making. Strayer University serves as the epitome of constructive use of proper conflict, decision making and organizational design. Although it was only in 1986 when Strayer’s Business College was accorded full university status, yet its accreditation by the Middle States Commission on Higher Education and the large pool of the students’ body numbering 51,000 confirm the dynamism it enjoys. Above all, that Strayer University attributes its success to proper application of decision making, conflict management and organizational design is a matter that underscores the importance of these features in organizational management. How One Can Apply Negotiation Strategies to Addres s Potential Conflicts in the Workplace In order to address potential conflicts in the workplace, it is highly needful that the potential or actual negotiators or the leadership of the organization takes time and effort to understand the opportunity to negotiate. This will portend, the stakeholders taking an effort to understand the nature and magnitude of conflict that is in the offing. It is also through the understanding of the opportunity to negotiate that every individual must have a clear goal in kind and appreciate the oncoming negotiations as having the key to the realization of a sustainable solution. The import of this stage is that it helps in differentiating negotiable conflicts from the nonnegotiable ones. Similarly, it is the understanding of the opportunity to negotiate that efforts can be concerted to annul the conflict peacefully without the convention of the negotiations. Buono (2007) recommends that it is also imperative that the party in charge also identifies the goals of the negotiation, should it become obvious that the conflict will progress to the negotiation stage. Nevertheless, at this stage, the main goal will be to stave off the looming conflict. This stage will still be important since effective negotiators must be able to visualize the best and viable outcome and work diligently to achieve it. There will also be the need to define the maximum and minimum limits of expectations, in this light. In this case, staving off this possible workplace conflict is the maximum limit of expectation. In the event that the threat of the possible workplace conflict persists, so that negotiations become inevitable, it will be expedient that the concerned party chooses the most suitable negotiation strategy. The options that may be available for consideration may be the cooperative strategy, analytical and competitive strategy. From the juncture above, it will be important that the party or the organization seeking to arbitrate the conflict creates a climate that will be positive for the talks. This measure cannot be sidestepped, given that in the presence of conflicts, the planning team must designate a place where talks can take place openly, productively and without any element that would cause duress. While at it, it will be necessary that the concerned