The paper "Conflict Resolution Using Cognitive Analysis Approach" is a good example of a Management Case Study. Fortunate 500 is working on the development of a new product. In the development team, various departments of the organization are involved, such as, the finance, engineering and marketing departments. While the management is pressurizing the team to be innovative, there is a conflict among the work teams as evidenced by name-calling, yelling and fighting in meetings held. In this study, the conflict that under investigation is interdependence conflict. This type of conflict is studied so as to understand the causes and ways of resolving it in work place.
This paper will argue that, in order to avoid this conflict, the firm needs to apply a collaborative conflict management technique. Interdependence conflict is one of the conflicts that are witnessed in workplaces. This occurs when work teams in an organization have to rely on each other’ s cooperation, input or output in order to successfully complete their tasks. A conflict arises when a group or an individual fails to complete a task because another group failed to complete its role.
Therefore, this interdependence can get problematic if work teams or departments in an organization fail to collaborate so as to achieve the organization's common goals. Literature review. There are various ways in which interdependence conflict can be resolved or managed in an organization. Many authors have come up with different ways of managing the conflict identified in the case. According to the Gatlin, Wysocki and Kepner (2008, p. 1), collaboration is one of the most suitable ways of managing interdependence conflict in Fortune 500’ s case. This technique entails high to moderate skill levels of groups, explicit of clarity of both aims; powerful relationship status.
The strategy has a win-win attitude towards leadership, high self-concept, and low concerns for traditions and formalities (Gatlin & Wysocki & Kepner 2008, p. 1). Task interdependence means an extent to which a single member of a team needs materials, information and other members’ support in order to successfully accomplish a given task. Lack of this support can result in interdependence conflict (Somech, Desivilya & Lidogoster 2009, pp. 359– 378). This conflict can be managed or resolved through cooperation strategy.
This is also called collaborative, integrating, and problem-solving. According to van der Vegt, van de Vliert and Oosterhof (2003, p. 715), interdependence in a firm’ s work teams poses team members with shared dissimilarities and similarities. Interdependence among work teams helps in the diminishing of stereotyping, and instead of the creation of a collective identity. Sportsman (2005, pp. 32-40) maintains a collaborative method of resolving interdependence conflict is applicable when both parties have levels of trust between themselves. It is also highly applicable when conflicting parties do not want to take absolute responsibility for the situation.
Furthermore, Taylor (2001, pp. 406-413) argues collaborative technique is applicable when a party wants other parties to enjoy the ownership of the solutions. This method is also highly indispensable when individuals or parties involved in a conflict are ready to change their reasoning because extra information is discovered and newer alternatives are suggested. Moreover, Porter-O’ Grady (2004, pp. 278-283) the technique is also useful in a situation where one needs to work through hard feelings and animosity.