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Report for Organisation Management Assignment Sample

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Introduction Of Report for Organisation Management Assignment Sample

Suppose any organisation needs to be success ful in the competitive world. In that case, it is required by the organisation and their management that they take care of their employees in a better manner to perform in the right context. Although, coordination among the human resource is needed as this thing help in bringing effective working as well (Ramsbotham, Miall and Woodhouse, 2011). Moreover, having no disputes in the company help in proper working, which will help accomplish goals and objectives. The report is based on ROLEX, founded by Alfred Davis and Hans Wilsdorf in 1905. The firm produces wristwatches mainly for rich people and only manufacture luxury products. Assignment help will include managing the resolution dilemma, which will help in leadership and management skills and knowledge.


1.) Different types of conflict in an organisation and ways to resolve disputes.

Conflict can be defined as disagreeing with the groups of people, and sometimes individuals are categorised as well, and this is being done by opposition and behaviour of different persons (Deutsch, Coleman and Marcus, 2011). The opposition party is normally creating this, and thus it is done just because of the attaining objectives which are different from another party. Moreover, conflict is occurred due to based on three aspects, and those are as follows:

Economic conflict: This is something which is being brought up by the limited resources, and thus it is required to maintain those in a better manner. Some groups and individuals are mostly involved in such criteria to accomplish the most of different resources.

Value conflict is related to people's various preferences and thoughts in their principles. Such things can be seen at the time of wars between two parties, and they have different sets of beliefs as well.

Power Conflict: This can occur at the time, and such thing is included to intend the maximise timing, and it also influences although this is being in a social setting as well. Moreover, these situations can happen between individuals, groups and even nations. Hence, different types of conflict and powers are considered declarative manipulation of others.

Although the conflict and disputers are being classified into four parts and thus it is such which create a problem for the organisation and their management to have a better working in the company. Some of those types are as follows:

Interpersonal conflict: This can be referred to as conflicts between two individuals and others. Although typically, it is like how people are making a difference from one another (Wallensteen, 2015). Moreover, it is a kind of natural happening and such as this can also be used to help in personal growth and develop things as well as different relationships with others. Therefore, when there is an adjustment in working, and thus it can become necessary to manage the problems and conflict as well.

Interpersonal conflict: This is that which occurs within the individual. However, various experiences are there in different people's minds. This is a type of conflict, and thus it is considered psychological, which involves thoughts, values, and emotions. Normally it is quite tough for the person to handle different things, decoding to your inner struggles (Crowfoot and Wondolleck, 2012). This can cause restlessness and uneasiness, and it also couse different depression issues. Nonetheless, when people find themself out of the situation, they become more empowered. This also helps bring positive change, and thus it hep in personal growth as well.

Intragroup Conflict: Moreover, it is a kind of conflict among various individuals within a particular team. Although not having ability and misunderstanding between people rise to a situation of conflict in company. Such a dispute is based on different ideas, behaviours, and views. The dispute allows them to have a decision, and thus it also makes them accomplish their goal and objective. Moreover, the degree of working can create conflict with members too, which lead to serious guidance, and the different party is required to settle down disputes infirm.

Intergroup Conflict: This generally occurs when a problem or misunderstanding has occurred in various teams in the organisation and company. Normally, it is rising due to various sets of goals and interests of different groups. Moreover, the base for this thing is that having a conflict for resources and boundaries too which set the various group to others as which help in establishing the different identity of the team.

2.) Different leadership and management styles to solve problems.

In companies, it is required to solve the conflict and disputes in a better manner, and thus it makes them have a proper working scenario, which converts ROLEX to attain their goals and objectives incorrect way (Rapoport, 2012). Various leadership and management styles help organisations solve conflict arising at any level.

There are various styles to solve the dispute, and some of those are as follows:

Accommodating: Accommodation is such which help to deal with the problem with the use of self-sacrifice. Thus, it makes an individual interested in maintaining various peace in the situation. Although it is how a person is brought yield to know what others want, such thing also displays a form of selflessness in working. Hence, I can say that it is an immediate solution to issues. Normally it also brings the false manner of dealing with disputes. Although it can be said that it is disruptive, it also needs to come up with new/creative things with ways out of the problem. Moreover, it also says that behaviour is the most efficient and if it is found that individual is something which can be provided to form of conciliation in the right manner.

Avoiding: This is when the withdrawal is taken from the dispute. Moreover, the problem is such which help in dealing with a passive attitude. Avoiding is mostly done by perceiving the negative and the measure for a positive outcome better. Individuals are there, which can ignore problems in the right contrast, and the dispute can resolve itself. Therefore, this is applicable in various situations but not in all conditions. Although it is better to get out of the problem before the condition of disputes gets worse (Mayer, 2010). Avoiding can help get out of the problem better and conduct working properly.

Collaborating: Collaborating is that which help to solve disputes in organisations with other parties in a better manner. Moreover, communication is also an important part of the various strategy. Although this mechanism and their efforts are such which make to dig out the issues for identifying needs of individuals, this is which has a main concern to have without removing various respective interest from pictures as well. People and people have to come up with large and successful resolutions that are done creatively, and even there is no compromise done in between the working scenario.

Competing: Competition is that which involve authoritative and aggressive behaviours as well. This criteria is what makes to have pressure and can bring parties to achieve the goals. However, this is required to use whatever things are attained individual as it is right. Therefore, it is quite appropriate in some situations, but it is also there that it shouldn't come up with the point that initiator sometimes too become the reasonless scenario. Hence, I can say that dealing with the disputes in a better manner and having a cool mind can be provided in the right criteria as well.

Compromising: Compromising is coming up with the resolution part, which can be acceptable for different parties. In this, it can be said that the party is willing to sacrifice their own sets of goals rather than another person will also be doing the same in a better manner (Fisher, 2012). Hence it can also be said that having a mutual thing in which the different parties came up and have an investment for various problems and this is something which can be solved. A pitfall of various strategies is that almost various parties find a better solution to the dispute problems.

3.) Developing management and leadership knowledge /skills.

Although, while managing the dispute in ROLEX company it is also come out with learning with various skills and knowledge which can help in developing the career as well and thus this can make to have a better working in an organisation and thus it will direct to attain their goal and objective in right context too. Therefore, at a time resolving disputes in the organisation, I also learned various skills and knowledge for working in a better manner, and some of those are as follows:

Coordination: At a time of solving the dispute in ROLEX and thus this thing makes them have a proper working, moreover bringing coordination in between the different level and people as well. Such things help in having a better working in the organisation, and it also helps in attaining goals and objectives incorrect format as well (Lakshman and Malik, 2010). Through solving disputes, this thing is learned by me, and I can use such thing in future as well.

Quick stress relief: In an organisation, it is required to learn the different things and thus skills which help in relieving the stress and thus it makes them have proper working. Reducing stress in the organisation of people and staff members and helping in having a flat reduction point. Thus, this makes the company increase their performance and attain goals and objectives.

Emotional awareness: While solving issues and problems in the organisation, I also learned how to control the emotional intelligence in an organisation. Thus, this also helps in facing the different problems in the company. Moreover, this helps to remain in comfort manner even in tough situations. This can make people behave and manage the different things better, which will help in reacting to several issues and disputes in different ways. Hence, such criteria also help resolve the problem better and with a cool mind.

Nonverbal communication: This is that which make them know what the other person is saying in a better manner, such thing is very much useful in the middle of the dispute in a better manner, and this thing makes close care to understand the non-verbal signature of the body languages in right context too (Abu-Nimer, 2012). Moreover. This could help build trust and get to know about the different problems. Although I have learned this thing, it has made me solve a few disputes through body language.

Solving with humour: This is such skill and knowledge which everyone needs to learn and develop as this help in solving the many face-off and help in resolving arguments and problems in having communication in humourous ways. Moreover, this skill help to express and to say those lines and words that are difficult to speak. This knowledge is based on the fact that through these skills, a person can reduce stress, tension and anger as well.

4.) Effects of conflict within an organisational context.

Conflict is such which has to be resolved in time and thus it makes them have a better working. Sometimes the conflict does not get resolved, and it affects the organisation's work in the worst way. Not having proper working in company due to conflict affect different things and those areas:

Mental health concerns: It has been seen that conflict in a company like ROLEX also makes people get frustrated and irritated when they think that there is no solution to such a problem or issue (Fisher, 2016). Such things affect individuals working or their professional and personal lives. This scenario creates problems in a human being like headaches, problems of sleeping, and reactions like overeating. Moreover, with such a scenario, the firm's people also start avoiding having met because this creates stress in them and their working too.

Decrease in productivity: when the people start facing problems and issues in criteria of conflict, then these things convert into spending a lot of time in dealing with various conflict, giving their a lot of time in such situation bruising out far from the achievement they were looking for and such thing make them decrease their performance as well. With such a thing, people lose money and donors to access various essential resources (Autesserre, 2014). Therefore, it is being seen that whenever a conflict arises in a company like ROLEX, then the performance of different employees also goes down, and even the whole company does not perform in the right context too, which also bring the company to come far away from the accomplishment of goal and objective as well.

Members leave the organisation: Disputes are such, which also creates a problem for many other employees as they feel unsafe. They get frustrated, too, which makes them end their relationship. This increases the company's cost by hiring new employees in the organisation. It is required to provide training and development in various ways to employees. This makes members relieve their working, which reduces their performance. Although this also makes them members leave their organisation better.

Future communication: Conflict makes the company not have proper communication, which affects the effective working in the organisation, which also affects the achievement of goals and objectives. Disputes do need to have a correct working so that smooth working can be seen better.

Effects production: Conflict also affects the production of different products and services in the company, which is also a negative image of the organisation. ROLEX does produce luxury wristwatches, and any dispute situation in the company will bring a stop of manufacturing and earning of profit is also not there (Keashly and et. al., 2011).

5.) Methods that help in resolving conflicts.

There are various methods available with the company to solve the different disputes and conflicts in the company. It does make them have a proper working in an organisation and manipulate them to attain their goal and objective in the right contrast.

Negotiation: This is something which is found out as a most basic means of settling the differences. Although it can be found that communication has various parties of a dispute with different goals that try to find a solution for them. Although this says that meet up with the party and have a negotiation with them or a person can be hired who will negotiate on their behalf, this helps them have such work in the right manner. For having a better and proper negotiation, it is required that both parties are considered with the same scenario (Nishizaki and Sakawa, 2013). Features for the negotiation criteria and some of those are as follows:

  • Negotiable agreements are also being seen that they are enforceable as well.
  • This is being informal and unstructured as well.
  • It is being inexpensive as well.

Mediation: Mediation is such which is being a voluntary person who comes in between to have a reconciliation between the parties and make them reach a favourable and acceptable agreement in a better manner. The mediator does not make any decision and does not make them force for an agreement. The mediator is and used at a time when there is no settlement is being there in between the parties, which create problem and issues. The agent tries to make a better settlement between all of those (Marsh and et al., 2011). Features of mediators:

  • Promotes cooperation and collaboration in a better manner.
  • Allows making an acceptable agreement that is being tailored to meet different needs.

Arbitration: This is being used in between the disputed matters in an unbiased person in the making have a proper decision (Kanske and Kotz, 2010). This is also known as solving the case out of court and listening to every stanza of both sides and making a decision that is very much acceptable to both of them, and making a settlement. There are various features of arbitration:

  • This may be less useful for less formal and structured than going to court.
  • A decision is such which also make arbitrator may also resolve the different disputes and be final for the result.


From the above report, it has been stated that conflicts affect the working scenario in the company and bring their performance level downwards as well, which makes them have a proper working too. Moreover, the company has various management and leadership styles to solve the conflict situation in an organisation, which also brings coordination and collaboration in working. Different methods were also there, which helped to divide the dispute situation so that conflict could be resolved in the right criteria. Therefore, knowledge and skills have also developed, which help in prospect as well.


Books and Journals

Abu-Nimer, M., 2012. Dialogue, conflict resolution, and change: Arab-Jewish encounters in Israel. Suny Press.

Autesserre, S., 2014. Peaceland: conflict resolution and the everyday politics of international intervention. Cambridge University Press.

Crowfoot, J. and Wondolleck, J.M., 2012. Environmental disputes: Community involvement in conflict resolution. Island Press.

Deutsch, M., Coleman, P.T. and Marcus, E.C. Eds., 2011. The handbook of conflict resolution: Theory and practice. John Wiley & Sons.

Fisher, R.J., 2012. The social psychology of intergroup and international conflict resolution. Springer Science & Business Media.

Fisher, R.J., 2016. Third-party consultation: A method for the study and resolution of conflict. In Ronald J. Fisher: A North American Pioneer in Interactive Conflict Resolution (pp. 37-71). Springer, Cham.

Kanske, P. and Kotz, S.A., 2010. Emotion speeds up conflict resolution: a new role for the ventral anterior cingulate cortex?. Cerebral Cortex. 21(4). pp.911-919.

Kealy, L., and et. al., 2011. Conflict, conflict resolution, and bullying. Bullying and harassment in the workplace: Developments in theory, research, and practice. 2. pp.423-445.

Lakshman, A. and Malik, P., 2010. Cassandra: a decentralised structured storage system. ACM SIGOPS Operating Systems Review. 44(2). pp.35-40.

Marsh, R., and et. al., 2011. An fMRI study of self-regulatory control and conflict resolution in adolescents with bulimia nervosa. American Journal of Psychiatry. 168(11). pp.1210-1220.

Mayer, B., 2010. The dynamics of conflict resolution: A practitioner's guide. John Wiley & Sons.

Nishizaki, I. and Sakawa, M., 2013. Fuzzy and multiobjective games for conflict resolution (Vol. 64). Physica.

Ramsbotham, O., Miall, H. and Woodhouse, T., 2011. Contemporary conflict resolution. Polity.

Rapoport, A. ed., 2012. Game theory as a theory of conflict resolution (Vol. 2). Springer Science & Business Media.

Wallensteen, P., 2015. Understanding conflict resolution. Sage.

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