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Conflict Resolution and Management in Organizations: A Case Study of ROLEX

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Optimizing Employee Performance through Strategic Conflict Resolution

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If any organisation needs to be successful in the competitve world, it is required by organisationa and their management that they should take care of their employees in better manner so that they can perform in right context. Although, coordination among the human resource is needed as this thing help in bringing the effective working as well (Ramsbotham, Miall and Woodhouse, 2011). Moreover, having no disputes in company help in proper working which will help in accomplishing goals and objectives as well. The report is based on ROLEX which is founded by Alfred Davis and Hans Wildorf in year around 1905. Firm is producing wrist watches mainly for the rich people and as because they only manufacture luxury products. Assignment help will include a manage the dilemma of resolution and which will also help in leadership and management skills and knowledge as well.


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

Conflict is that which can be defined as having a disgreement in between 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). This is normally being created by the opposition party and thus it is done just because of the attaining objectives which is different from another party. Moreover, conflict is occurred due to based on three asspects 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 better manner. There are various groups and individuals who are mostly being involved in such criteria, to accomplish the most of different resources.

Value conflict: It is related with the various pReferences and thoughts people has in their principles. Such thing can be seen at the time of wars in between two parties and they have different serts of beliefs as well.

Power Conflict: This is something which can occur at the time and such thing is included to intend the maximize timing and it also influences although this is being in social setting as well. Moreover, these situations are those which can happen in between individuals, groups and even nations as well. Hence different types of conflict, powers is also being considered as declarative manipulation thing on ohers too. Although the conflict and disputers are being classified into four parts and thus it is such which create problem for the organistion and their management to have a better working in company. Some of those types are as follows:

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

Interpersonal conflict: This is that which is being occurred within the individual. Although various experiences are there which takes places in different person's mind. This is something which is a type of conflict and thus it is considered as psychological which invlolves thoughts, values and emotions as well. Normally it is quite tough for the person to handle different things which is decoding to your inner struggles too (Crowfoot and Wondolleck, 2012). This can cause restlessness and uneasiness and it also couse different depression issues as well. Nonetheless, when a person find him/herself out of the situation then they become more empowered as people even. This is something which also help in bringing the positive change and thus it hep in personal growth as well.

Intragroup Conflict: Moreover, it is kind of conflict which happen among various indivudals within a particular team also. Although not having ability and misundersatnding between people rise to a situation of conflict in company. The base for such dispute is different idea, behaviours and views as well. Dispute is such which allow them to have a decision and thus it also make them to accomplish their goal and objective too. Morever, degree of working can create conflict with members too which lead to serious guidance and different party is required to settle down disputes in firm.

Intergroup Conflict: This is such which is generally occur when the problem or misunderstanding is occurred in various teams in organisation and company as well. Normally it is being rised due to variosu set of goals and interests of different groups. Moreover, base for this thing is that having a conflcit for resources and boundaires too which set various group to others as which help in establishing different identity of team.

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

In companies it is required to solve the conflict and disputes in better manner and thus it makes them to have a proper working scenario and this convert ROLEX to attain their goals and objectives in correct way (Rapoport, 2012). There are various leadership and management style which help organisation to solve the conflict arising at any level.

Their are various styles to solve dispute and some of those are as follows:

Accommodating: Accommodation is such which help to deal with the problem with use of self sacrifice and thus it makes an individual in its own interest to maintain various peace in situation as well. Although it is that in which person is bring yield to know what others want, and such thing also displays a form of selflessness in working. Hence, I can say that it is immediate solution to issues, normally it also brings the false manner of dealing with disputes. Although it can be said that it is disruptive and also need to come up with the new / creative things with ways out of the problem as well. Moreover, it also says that behaviour is the most efficient and if it si find that individual is something which can be provided to form of conciliation in right manner as well.

Avoiding: This is something in which the withdrawal is taken from dispute. Moreover, problem is such which help in dealing with passive attitude as well. Avoiding is such which is being mostly done by perceiving the negative and the measure for positive outcome in better manner. In this, individuals are there which can make end up of ignoring problems in right contrast as well and dispute can make resolve itself too. Therefore, this is that which is applicable in various situations but not in all conditions. Although it is better to get oput of problem before the condition of disputes get worse (Mayer, 2010). Avoiding is that whih can help in getting out of problem in better manner and conduct working in proper way too.

Collaborating: Collaborating is that which help to solve the disputes in organistion with other parties in better manner. Moreover, communication is also said to be a important part of the various strategy. Although with this mechanism and their efforts are such which make to dig out the issues for identifying needs of indivduals and this is which has main concern to have without removing various respective interest from pictures as well. Collaborting, people and person has to came up with large and successful resolutions are done creatively, and even there is not compromise is done in between the working sceanrio as well.

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

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

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 organisation and thus it will direct to attain their goal and objective in right context too. Therefore, at a time resolving disputes in organisation I also learned various skills and knowledge for working in better manner and some of those are as follows:

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

Quick stress relief: In organisation it is required to learn the different things and thus a skills which help in relieving the stress and thus it makes them to have proper working. Reducing stress in organsiation of people and member of staff and this help in having flat reduiction point and thus this makes company to increase their performance and attaining goals and objectives.

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

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

Solving with humour: This is such skill and knowledge which eveyone 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 which is somewhere difficult and hard to speak. This knowledge is based on fact that through this skills a person can reduce stress, tension and anger as well.

4.) Effects of conflict within orgaisational context

Conflict is such which has to be resolved in time and thus it makes them to have a better working. Sometimes the conflict does not get resolved and it effect the working of organsiation in worst way. Not having proper working in company due to conflict effect different things and those are as:

Mental health concerns: It has seen that conflcit in company like ROLEX also make people to get frustrated and irritated at the time when they think that there is no solution to such problem or issue (Fisher, 2016). Such thing affect individuals working or their professional and their personal lives as well. This sceanrio create problem in human being like headaches, problems of sleeping and somewhere they also react like overeating. Moreover, with such scenario peopl of firm also starts avoiding to have meeting as because this creates stress in them and in their working too.

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

Members leave organisation: Disputes are such which also create the problem for many other employees as they feel that they are not safe enough in company and they also gets frustrated too and this make them to end up their relationship. This is something which increases the cost of company by hiring new employess in organisation, as because it is required to provide them training and development in various ways to employees and this make members to relieve their working and this make to reduce their performace. Although this also make them members to leave their organisation in better manner.

Future communication: Conflict are such which make company not to have a proper communication which affect the effective working in organisation too and this also affect in achievement of goal and objective. Disputes does need to have a correct working so that smooth functioning of working can be seen in better manner too.

Effects production as well: Conflict is such which also affect the production of different product and services in company and such thing also being a negative image of organsiation. ROLEX does produces the luxury wrist watches and any dispute situation in company will bring stop of manufacturing and earning of profit is also not there (Keashly and et. al., 2011).

5.) Methods which help in resolving conflicts

There are various methods available with the company to solve the different dispute and conflict in company and it does make them to have a proper working in organisation and also manipulate them to attain their goal and objective in right contrast.

Negotiation: This is something which is find out that it is a most basic means of settling the differences as well. Although it can be found that communication is such which has various parties of dispute with the different goal which try to find out solution for them. Although this says that meet up with the party and have negotiation with them or a person can be hired who will negotiate on their behalf and this help them to have such work in right manner too. For having a better and proper negotiation it is required that both the parties are considerded with the same sceanrio (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 a informal and unstructured as well.
  • It is also being inexpensive as well.

Mediation: Mediation is such which is being a voluntary person who come in between teo have a reconciliation between the parties and make them to reach on favourable and aceeptable agreement in better manner. Mediator is such who does not make any decision and also not make them to force for an agreeement. Mediator are those and used at a time when there is no settlement is being there in between the parties which create problem and issues. Agent try to make a better settlement in between all of those (Marsh and et. al., 2011). Features of mediators:

  • Promotes cooperation and collaboration in better manner.
  • Allows to make a acceptable agreement which is being tailored to meet with different needs.

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

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


From the above report it has been stated that, conflicts are such which effect the working scenario in company and bring their performance level downwords as well and this make them to have a proper working too. Moreover, company has various management and leadership style to solve the situation of conflcit in organsiation which also bring coordination and collaboration in working as well. Different methods were also there which help to divide the dispute situation so that conflict can be resolved in right criteria as well. Therefore with such knowledge and skills has also developed which help in future 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.
  • Keashly, 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 decentralized 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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