Response to Analyzing Organizational Conflict- Identifying Variables and Measuring Gaps in the Garden Depot Case Study
Responding to Brandy Waters
Hello,
This is a great post. You have adequately addressed the challenges you faced while identifying ethical and moral variables present in the conflict in the case study. True to your words, change resistance may obscure objectivity, making it hard to realize the root causes of organizational conflicts (Mitchell & Gamlem, 2015). I agree that change resistance emanates from the fear of the unknown, thus influencing employees’ preferences toward the status quo. In such a situation, identifying the conflict’s root causes is difficult.
Your discussion provides insights into organizational conflict root causes, and how the measure phase of the DMAIC processes may be applied. As you mentioned, the measure phase of the DMAIC process measures skill satisfaction levels among employees (Shaikh & Kazi, 2015). Your insights are relevant to my organization of choice, as it has also encountered change resistance. When the announcement about upcoming leadership opportunities in a new soft drinks plant emerged, senior employees mentioned that they would leave if not considered. This is just an example of how resistance to change clouds reason.
References
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.
Shaikh, S., & Kazi, J. (2015). Review of Six Sigma (DMAIC) methodology.
Responding to Betsy Shipley
Hello,
This is an insightful post. You have provided a detailed post about the challenges you faced while identifying moral, legal, and ethical variables you encountered in the Garden Deport case study. I agree that employee incompetence is one of the reasons why there is a conflict in the organization. Although the rest of the staff are doing their best toward achieving organizational goals, Derek Sinclair displays incompetence, from failure to complete tasks and poor customer management skills (Koopmans, 2007). I agree that these attributes are some of the root causes of the conflict at Garden Deport. In the soft drinks company case study, the main conflict emerged due to the fear among employees about career progression if they are not promoted. Root cause analysis is crucial to identifying these factors.
Moreover, you have provided a good example of how the measure phase of the DMAIC process applies in a conflict situation. Using insights attained from the Garden Deport case study, you have shown that qualitative information can be quantified. To that end, I agree that using the SMART goals methodology is crucial to quantifying variables in a conflict (Carroll, 2013). The model shows the present skillset, an ideal/acceptable skill level, and the gap/opportunity for 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.
Koopmans, K. (2007).The Garden Depot. Richard Ivey School of Business.
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Question 
PROMPT: First, read Chapter 5 in The Essential Workplace Conflict Handbook and review your work with SMART goals from Module Two.
Next, carefully read the MEASURE Supplementary Document and, using your actual organization’s conflict (or the Garden Depot case study), Measure the problem or problems you Defined in Module Two. Use the Organization A Example Flowchart to help you organize your thinking, and then put the information from your flowchart into a Measure gap-analysis table using the Measure Gap-Analysis Table Template. Upload this table to the discussion.
Response to Analyzing Organizational Conflict- Identifying Variables and Measuring Gaps in the Garden Depot Case Study
In your initial post, address the following:
What were some challenges you encountered in identifying the variables (ethical, moral, or legal) that were or are present between employees and the organization you evaluated?
How will you apply what you have learned about transforming qualitative information to quantitative data to identify and analyze gaps in your final project case study’s organizational conflict?