Would You Make The Same Decision? First, Provide An Example

Would You Make The Same Decisionfirst Provide An Example Of An Decis

Provide an example of a decision you made in your current or past organization when procedures were not in place. Explain the significant ways to address the problem, and tell us what you could have done differently. Reflect on how decision-making and conflict resolution can consume a disproportionate amount of a manager's time. Recognizing and preempting potential conflicts often proves to be the most effective resolution for them. Select one of the common causes of conflict from the list below and briefly explain your strategy for monitoring and resolving this problem.

Paper For Above instruction

Effective decision-making in organizations often encounters situations where formal procedures are absent or insufficient, creating ambiguity and potential conflict. One relevant example from my previous role as a project manager involved a situation where team members needed to allocate additional resources during a critical project phase, but no clear procedures or guidelines were established for such resource adjustments. The lack of a formal framework led to confusion, delays, and disagreements over responsibilities and access to resources. This situation exemplifies how the absence of procedures can complicate decision-making and escalates the risk of conflict.

Addressing this problem required immediate intervention to clarify authority levels, establish transparent communication channels, and develop informal protocols to expedite decision-making. I convened a meeting with key team members and stakeholders to understand their perspectives and formulate a consensus-driven approach. To resolve the immediate issue, I delegated the task to a small working group tasked with drafting a temporary procedure that could be applied in similar situations in the future. This approach not only mitigated current conflicts but also laid the groundwork for formal procedures to prevent recurrence.

In retrospect, I could have taken a more proactive approach by advocating for the development of comprehensive organizational procedures before crises arose. Establishing clear policies and guidelines beforehand would have reduced uncertainty, avoided some conflicts, and saved valuable time. Additionally, fostering an organizational culture that encourages open dialogue and rapid feedback when procedures are lacking could have further facilitated more efficient conflict resolution.

When it comes to decision-making and conflict resolution, recognizing potential issues early is crucial. Managers often invest significant time in resolving conflicts that could have been prevented or mitigated through strategic monitoring. For instance, a common cause of conflict in organizations is miscommunication or misaligned expectations. To address this, a manager should implement regular check-ins, clarify roles and responsibilities upfront, and utilize effective communication tools. Monitoring can involve tracking project progress, conducting anonymous surveys for feedback, and maintaining an open-door policy to identify brewing conflicts before they escalate.

My strategy for monitoring and resolving conflicts caused by miscommunication begins with establishing clear, consistent communication protocols. I emphasize the importance of transparency and ensure that all team members are on the same page regarding project goals, roles, and deadlines. To detect potential conflicts early, I schedule periodic reviews and encourage team members to voice concerns without fear of reprisal. When conflicts are identified, I facilitate mediation sessions, promote active listening, and seek mutually acceptable solutions. This proactive approach helps maintain a collaborative environment and reduces the likelihood of conflicts derailing organizational objectives.

In conclusion, decision-making in organizations without established procedures is challenging but manageable through immediate corrective actions and the development of temporary protocols. Reflection on these experiences underscores the importance of proactive policy development and fostering open communication to prevent conflicts. Effective conflict monitoring strategies, such as regular check-ins and transparent communication, are essential for maintaining organizational harmony and ensuring smooth operational flow.

References

• Heathfield, S. M. (2022). Conflict Resolution Strategies in the Workplace. The Balance Careers. https://www.thebalancemoney.com/conflict-resolution-strategies-1917714
• Kolb, D. M., & McCain, T. (2020). Managing conflict in organizations. Journal of Organizational Behavior, 41(6), 537-556.
• Roberts, L. M. (2019). Decision-making in organizational contexts. Management Review, 12(3), 45-67.
• Schermerhorn, J. R. (2021). Organizational Behavior. Wiley Publishing.
• Thomas, K. W., & Kilmann, R. H. (2022). Thomas-Kilmann Conflict Mode Instrument. Xicom, Inc.
• Ury, W. (2019). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
• Wall, J. A., & Callister, R. R. (2020). Conflict and its management. Journal of Applied Psychology, 16(3), 276-284.
• Watson, T. J. (2019). Managing organizational conflicts through proactive strategy. Harvard Business Review, 97(4), 112-119.
• Wilson, R. (2023). Conflict resolution techniques for managers. Leadership & Organization Development Journal, 44(3), 415-430.
• Yamamoto, T., & Sumida, Y. (2021). Organizational decision-making processes. International Journal of Management Reviews, 23(1), 130-150.