Scenario #1
In this situation, the most recommended action according to the group is to work with the HR Department to see possibilities of finding a common ground and accordingly arrange for a training suited to your needs. Why we think that this is the best option. The Problem: There is undoubtedly a major need for bringing all the managers to the same level of communication and interaction skills. The lack of good coordination and team spirit leads to conflicts and lack of collective effort. This can be severely detrimental to the productivity and efficiency of the company. It is a very established view that outdoor activities and team games are often effective in building up mutual trust and understanding between members. Such activities also provide a common platform for each one to understand the other persons psyche and build a good rapport with each other. Solution: However, as it is mentioned in the case, the outbound training may not be immediately possible. And the existing forms of training may not really address the root cause and serve the desired purpose. Hence, it is very important in the larger interest of the company for the marketing department and the HR department to come on a common ground where they see each others predicament and come up with possibilities that may be useful for marketing department and will be acceptable to the HR department as well. The HR department and the marketing department are at an equal level of power and authority and hence we must use power tactics for achieving a lateral influence. The resources are available. Hence as a manager, the challenge is really is to get the HR Departments consent in this issue. One of the most effective ways to break the opposition is to bring him to your side. This will require the marketing head to use some power tactics to make the HR department see his point of view. This will involve a lot of Rational persuasion wherein we will have to present logical arguments and factual evidence to demonstrate that our request is reasonable. Consultation with the HR about their ideas and suggestions will also help in breaking this defence. This will help us increase the motivation and support of the HR by involving them in deciding how the change will be accomplished. The conflict handling technique used here will be of Collaboration. When we try to see possibilities of finding a common ground, our intention becomes to solve the problem by clarifying differences rather than accommodating various points of view. Here we will be able to find a win win solution which will allow the HR and marketing to align their goals in such a way that both are benefitted by the change. Both Hr and marketing must openly review their options. After considerable discussion, they must agree on a solution that meets both their needs. However a few pre requisites are very important for this form of Integrative Bargaining to be effective. Both parties must be open with information and must be candid about their concerns. There must also be sensitivity by both to the others needs. There must be trust and a willingness to maintain flexibility.
The other alternatives will not work for the reasons mentioned as follows: 1) You follow the direction by the HR Department and depute the team members to suitable available trainings provided it makes special arrangement for all the executives to come together for the training. This option will not be effective as we know that the generalized programmes cannot take care of the special needs of the group. Also, elementary level of programmes of the company cannot serve the real purpose of training needs. Hence, if we follow the directions by the HR department for the existing set of trainings, it will not address the root cause and will not solve the issue. 2) You lobby with the head of marketing and try to put pressure on the HR Department to realize the importance of this training given the fact that the importance of marketing department is much higher than some rules frames by HR By Lobbying with the head of marketing and assuming that marketing department is above the Rules of HR, the marketing head is in a way disrespecting the other department in order to press forward his demand. This shows lack of flexibility and undesirable politics within the organization. Decision making processes in an organization must be transparent and free of manipulative influential tactics. Hence this alternative is not a good one. 3) You withdraw and focus on other things Instead of facing the conflicting opinion, the regional head is Avoiding the issue. This act of withdrawal can be detrimental to the company as the existing issues of team building will not be addressed and will be suppressed. However, the situation will only worsen in future if ignored and will aggravate the situation further.. 4) You accept the contention of the HR department but at the same time demand that it makes sure that the trainings are organized soon despite the existing calendar of events If the regional head accepts the contention of the HR department, he will enter into a accommodating mode wherein he will have to make do with the trainings that HR department is willing to provide. Even if he demands that training be organized soon, they will certainly not be half as effective as the outbound training he envisioned. There will not be much value addition by this course of action and he will be missing out of better possibilities that can be arrived at , had had discussed with HR and come up with a better technique of training.
