Harnessing the DMAIC Process – Insights and Strategies for Managing Organizational Conflict
How Learning about the DMAIC Process Informed my Decision-Making when it Comes to Resolving Organizational Conflict
Understanding the DMAIC process has many benefits when it comes to decision-making when resolving a conflict. First, the DMAIC process helps in understanding the root causes and identifying the underlying issues that may be exacerbating the problem (Carroll, 2013). This element of the DMAIC process may be quite valuable in identifying the root causes of personal conflicts/problems in a child/family counseling practice. For instance, when dealing with drug use issues, looking at the root causes will go a long way in dealing with the problem once and for all. Some of the underlying issues for drug use may include, economic distress, environmental influences, and lack of parental guidance, among others. Further, the DMAIC process encourages a data-driven process when dealing with problems (Carroll, 2013). The decision-maker ought to identify trends and patterns characterized by a problem before deciding how to deal with it. Drawing from the above example, the DMAIC process helps look at the drug-use patterns at a family level to determine if there are family influences to drug use problems.
What I Have Learned About Myself as a Manager of Organizational Conflict my Strengths in Resolving Conflicts and the Weaknesses I can Identify
As a manager, one of my strengths in solving conflicts is my stellar communication skills. I trust in my communication skills, which are characterized by listening and inquisitive abilities. Effective communication is crucial when solving conflicts because it facilitates conflicting parties to communicate root causes that could exacerbate an issue (Mitchell & Gamlem, 2015). In addition, I think that my capacity for empathy will improve my problem-solving skills. The capacity for empathy fosters relationships and increases mutual trust across all parties (Mitchell & Gamlem, 2015). This quality will be particularly useful in my counseling practice because I will directly deal with individuals, hence the need for rapport and trust. However, I tend to focus on rationality, which may hinder my problem-solving abilities since every problem has emotional aspects. Besides, I tend to be impatient with prolonged conflicts and people with a tendency to resist change without justifiable reasons, and this could hinder problem resolution as some people are naturally resistant.
How I will Apply my Learning to Organizational Conflict after the Course Concludes
One of the significant takeaways from this course is that there is always room for improvement. The DMAIC process derives greatly from an organizational culture that emphasizes continuous improvement. By making progressive interventions and collecting feedback from the concerned parties, one can make timely interventions that can improve the situation (Monday, 2022). Regarding the counseling practice, giving clients time to explain themselves will provide more insights into their personal problems and aid improvement.
References
Carroll, C. T. (2013). Six Sigma for powerful improvement: a green belt DMAIC training system with software tools and a 25-lesson course. CRC Press, Taylor & Francis Group.
Mitchell, B., & Gamlem, C. (2015). The essential workplace conflict handbook: a quick and handy resource for any manager, team leader, HR professional, or anyone who wants to resolve disputes and increase productivity. Career Press.
Monday, L. M. (2022). Define, Measure, Analyze, Improve, Control (DMAIC) methodology as a roadmap in quality improvement. Global Journal on Quality and Safety in Healthcare, 5(2), 44–46. https://doi.org/10.36401/jqsh-22-
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Question 
How has learning about the DMAIC process informed your decision-making when it comes to resolving organizational conflict?
Harnessing the DMAIC Process – Insights and Strategies for Managing Organizational Conflict
What have you learned about yourself as a manager of organizational conflict? What will be your strengths in resolving conflicts? What weaknesses can you identify?
How will you apply your learning to organizational conflict after the course concludes?