The composition of this case study will concentrate on the topic about the link of people and the organization. Hence, this paper would focus in studying the organizational case of “The Garden Depot,” specifically on the lower managerial level. In addition to this, the paper would work in providing a clear and definite rationale about the current situation and problem that occurred in the organizational management of “The Garden Depot. ”This case study is up to render a comprehensive details on how such conflict management would work in the workplace as an aid in achieving success and maintaining a healthy work environment.
Moreover, the completion of this entails the purpose on determining the specific management problems of “The Garden Depot” and would draw a factual and fair resolution of the subject matter. The following will be discussed:1. A Brief Back Ground: The Garden Depot2. Definition of the Problem3. RecommendationsAt the end of the paper, it would intend to determine the reliable answers to resolve the issue of conflict in workplace at “The Garden Depot” A Brief Back Ground: The Garden Depot The Garden Depot is considered to be as one of the most successful local floral company based in Barrie, Ontario.
It was established, way back, in the year 1985, which started only as a small family-owned floral business. With the steady growth and continuous profit increases, the company has started to upgrade and maximize their potential as a floral company in which they acquire larger variety of gardening, lawn and floral products.Likewise, such growth in the company has been progressive as the business continues to blossom. During the 1990's it is perceived that it is the decade of the company whereas, “The Garden Depot” has launched or established two of the considered essential department in the organization, which serves to be a reliable source of financial assets of the business.
In the year 1992, “The Garden Depot” has launched the Lawn Maintenance Department, which primarily aims to support the requirements of the customer in their garden lawns.Six years after, this innovation of the company is followed by the establishment of Landscaping Division that has been initiated as answer to the customers' demand of a customized landscape. However, just like any other businesses in their respected industry, “The Garden Depot” floral company has been through a lot of different problems both in the past and in present. Definition of the Problem Citing the most recent situations and happenings in “The Garden Depot” floral company, it is a fact that the organization is indeed having problems in the workplace, which could be cited as conflict amongst the department heads.In the case of “The Garden Depot”, conflict amongst the division or department managers is evidently one of the major problems, which the company is having.
In addition to this, healthy communication relationship amongst the leaders of the organization is also considered to be a problem of “The Garden Depot. ” Moreover, the tendencies of the higher bosses to pay no attention in the performance of their division managers is as well an evident problem in the organization.Moreover, the specific problems and conflicts in the company is evidently visible between the Landscaping Division, which is headed by the newly hired manager Derek Sinclair, and the Administration Office Department that is under the supervision of Janice Bowman. In a short review of the problem, the conflict between these two respective subdivision in the organization has started after the resignation of the first Landscaping Manager and the recruitment of Derek Sinclair to fill the vacant position.
As such, this problem has worsened due to the fact the higher bosses in the company such as the President and the General Manager do not render enough attention on the lower departments. In a sense, too much confidence in the lower management people are sometimes cited as unhelpful for the company. At the very start, everyone clearly thought that Derek Sinclair (also the presidents son in-law) is not qualified to be in the Landscaping Manager position because he does not have reliable experiences in the gardening industry.In a sense, the incompetence of the new manager for Landscaping Division (Derek Sinclair) has become the primary reason for the conflicts in the lower managers position, which is the prime concern of Janice Bowman as the company “Office Manager. ” In addition to this, “The Garden Depot” company also experiences problems and conflicts among their lower employees, where some of them are suspected of engaging in adverse behavior against the company.
Having this stated, it is indeed and reasonable that the company is lacking with the sense and concept of motivation, leadership, power and influence amongst the management.This directly concerns the President, General Manager and the Department Managers. Certainly, the concept of motivation would be an essential factor for the company in resolving the conflict in the lower division (Covalt 2007). Such motivation would either be in the form of intrinsic or extrinsic (Covalt 2007). Intrinsic motivation is more about personal motives to do something good and perform well, while Extrinsic motivation is utilized to inspire other people, specifically employees, to do great in their work or position (Covalt 2007).
Nonetheless, such motivation would work essentially among the managers and for the employees. In a sense, this would lessen the organizations conflicts, whereas if the all the managers and employees are accordingly motivated sources of conflicts such as misunderstanding and incompetencies would be prevented. Moreover, it is considered that managers within the organizations can be accounted as leaders, which should be in the forefront of the management to implementchanges and achieve specific goals (Andras & Erdos 2001).Hence, leaders must be independent, proactive, spontaneous, emphatic, and are interested to activities with higher demands, which entails greater success rewards (Andras & Erdos 2001). As such, the concept of leadership in the work place serves as a force that could increase the potential and capabilities of the people to do good in their jobs (Andras & Erdos 2001).
The outcome of Leadership could be measured in a more creative outcome such as higher improvements with regard to the level of employee performance (Andras & Erdos 2001).Applying this in the case of “The garden Depot,” it is perceived that leadership could be an effectual factor to create change in the management and could resolve the conflict between the Landscaping Division and Administration Office Department. With the higher officials (President and General Manager) acting more like reliable leaders who are concerned and exhibits a hands-on approach to each and every departments, the conflicts in the workplace would be resolve accordingly, which could inculcate the same manner to lower-level managers and inspire employees to work hard and stay honest in the company.On the other hand, there are different forms of power, according to French and Raven (1959), which can be used in purpose to workplace. (as cited in Pearce & Robinson, 1987).
These are a) legitimate power, b) coercive power, c) reward power, d) expertise power, and e) referent or charismatic power. In able to maintain a healthy workplace environment and prevent further deterioration of the conflicts, determining the needed decisions for a particular situation, it is deemed important to identify which of these are to be used.More often than not, the expertise power, legitimate power, and referent or charismatic power is the frequently used method for making my personal influences. Nonetheless, with the proper utilization of power in the workplace, the conflicts and problems could be resolve and, in a sense, prevented. Using the different forms of power enumerated above, it is possible to exert influence over the organization's decision-making process.Depending on who uses it, the outcome could either be positive or negative depending on the different style, situation, and source.
Recommendations In the end, it is recommended that “The Garden Depot” Floral Company must utilized and refreshed their concept of motivation, leadership and power to accordingly address the company's problems and resolve the conflicts amongst the lower-level management. The Garden Depot” must employ participative decision making, where the management communication lines are open for both vertical and horizontal, which the confusions and misunderstandings from different department would be prevented accordingly. In terms of motivation, the company must utilized extrinsic pattern as an aid to their employee to maintain inspired with their work and sustain loyalty in the company. In addition to this, extrinsic motivation could also unleash the capabilities and potential of their employee to do better in their job.The Organizational Behavior, on the other hand, should entail a goal for both individual and company.
Hence, the goal of individual and organizational should be aligned with one another. Pertinent steps with regard to solving conflict among the members of the organization should be followed stating fro the identification of the problem up to the adoption of the proposed alternative. It should be that the company espouses a win-win solution to every situation inconsideration of the interest of the major stakeholders.
