The Great Dreamer Walt Disney Most Likely Could Not Have Ima ✓ Solved

The great dreamer Walt Disney most likely could not have imagined the corporate fairy tale that his company has become in the past forty years

Following a careful review of the assigned course materials for this unit, read Case study 11.1 - Conflict and Negotiation at Disney in the Neck et al. textbook. The case is in Chapter 11. Then, draft a formal academic composition in which you respond to the questions posed at the end of the reading. The responses should reflect higher-level cognitive processing (analysis, synthesis, and evaluation). Students should consider the demands made of decision-makers, as their choices can impact stakeholders within the organization and in the external marketplace.

No minimum number of references exists for this assignment, but appropriate business (no Investopedia, Wikipedia, etc.) and scholarly sources must be utilized to support the analysis. Opinion is insufficient to demonstrate a graduate-level understanding of the course materials and topics. Submission Requirements The submission will not exceed three (3) pages in length, excluding the title and references pages. The essay must adhere to the APA writing style and follow conventions of American English grammar and usage The final document should be prepared as a Microsoft Word file, and submitted as an attachment.

Sample Paper For Above instruction

Introduction

Walt Disney, renowned as the quintessential dreamer and innovator in the entertainment industry, established a legacy rooted in storytelling, creativity, and a commitment to quality. Over the decades, Disney’s organizational evolution from a small animation studio to a global media conglomerate has raised questions about how it preserves its core values amidst rapid expansion and complex corporate structures. This paper analyzes Disney’s conflict and negotiation strategies as outlined in Case Study 11.1, exploring how the organization manages internal and external stakeholder interests while maintaining its foundational principles of innovation, community, and decency.

The Evolution of Disney’s Organizational Culture

Disney’s growth through mergers and acquisitions, including the acquisition of Pixar, Marvel, Lucasfilm, and 21st Century Fox, highlights the company’s strategic efforts to diversify its media portfolio and expand its reach (Gomez & Solomon, 2017). However, such expansions pose challenges to cultural cohesion and value preservation. Disney’s leadership has emphasized fostering a unified organizational culture that aligns with its mission to entertain and inspire. They achieve this through clear communication of core values, employee engagement initiatives, and the integration of creative talent across divisions (Schultz & Schultz, 2015). The negotiation processes involved in mergers often test leadership’s ability to balance differing corporate cultures and stakeholder expectations.

Conflict Management and Negotiation Strategies

The case study illustrates that Disney’s leadership employs collaborative and integrative negotiation techniques to address conflicts, particularly regarding intellectual property rights, employee relations, and strategic alliances. For example, Disney’s negotiations with actor unions and content partners often revolve around balancing the company’s profitability with employee and partner stakeholder interests (Ury, 2016). Applying principled negotiation, Disney seeks mutually beneficial outcomes that uphold its reputation for decency and community engagement (Fisher & Ury, 2011). These strategies are crucial in resolving disputes without undermining core values or stakeholder trust.

Maintaining Core Values Amidst Organizational Complexity

One of Disney’s notable achievements is its ability to preserve its values of storytelling, optimism, and decency despite operating as a conglomerate with diverse divisions. The company’s governance structures, including a dedicated corporate ethics office and cultural ambassadors, serve to reinforce its commitment to these principles (Hatch, 2018). Moreover, Disney’s emphasis on stakeholder theory guides decision-making processes to ensure that community interests, employee well-being, and shareholder expectations are balanced (Freeman, 2010). For instance, Disney’s response to social issues, such as promoting diversity and environmental sustainability, reflects its pursuit of social responsibility in alignment with its core mission.

Challenges and Strategic Recommendations

Nevertheless, Disney faces ongoing challenges in navigating cultural differences across its divisions and adapting to external market changes. To sustain its core values, Disney should enhance its internal conflict resolution mechanisms, foster greater transparency in negotiations, and expand stakeholder engagement efforts. Additionally, investing in leadership development focused on ethical decision-making can further reinforce the organizations’ commitment to its founding principles while adapting to the evolving entertainment landscape (Mayer, 2014).

Conclusion

Disney’s ability to sustain its core values within a large, complex organizational structure is a testament to its strategic leadership and negotiation acumen. Through effective conflict management, maintaining cultural cohesion, and aligning organizational objectives with stakeholder interests, Disney exemplifies how a corporation can grow exponentially while staying true to its foundational ideals. Continuous efforts in leadership development and stakeholder engagement are essential for Disney’s ongoing success and integrity.

References

• Fisher, R., & Ury, W. (2011). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
• Freeman, R. E. (2010). Strategic Management: A Stakeholder Approach. Cambridge University Press.
• Gomez, C., & Solomon, M. (2017). The Disney brand: Success through strategic mergers. Journal of Business Strategy, 38(3), 45-53.
• Hatch, M. J. (2018). Organization Theory: Modern, Symbolic, and Postmodern Perspectives. Oxford University Press.
• Mayer, D. M. (2014). Ethical leadership in business: Challenges and opportunities. Business Ethics Quarterly, 24(2), 201-232.
• Schultz, D. E., & Schultz, H. F. (2015). Disney Institute: Be Our Guest: Perfecting the Art of Customer Service. Disney Editions.
• Ury, W. (2016). Getting Past No: Negotiating in Difficult Situations. Bantam.