I've done most of the course work, I just need the parts highlighted in yellow. No plagiarized content and citations are needed every after paragraph (if citing from a source). All other materials are...

1 answer below »
I've done most of the course work, I just need the parts highlighted in yellow. No plagiarized content and citations are needed every after paragraph (if citing from a source). All other materials are on the References part of the document.










Instructions was:



Design a Conflict Management Plan. Find an example of an organization that is going through a change process (or should go through one!). Identify several areas wherein your educated opinion based on our classroom sessions and other reading you see the potential for conflict within the employee/management base and/or with external audiences such as clients, customers, or other stakeholders.



Assess and analyze the situation showing the root causes of the conflict, the drivers (both issue and personality identification), and the potential for that conflict to grow. Design a conflict management plan that identifies various conflicts and provides avenues of management and possible resolution.






1 4 A Conflict Management Plan for Twitter, Inc Introduction Perhaps the most accepted inevitability of human interaction is conflict. It is only a matter of time before relationships fall out or go through a period of disagreement. The same can be said for business organizations as they go through routine activities. The hallmark of success is the careful planning and implementation of strategies to navigate disagreements and resolve them in a manner acceptable to the parties involved. Organizational conflicts can arise for many reasons; however, it is an expected eventuality of change (Sopow, 2021). Conflicts are disagreements between two or more entities based on needs, beliefs, values, expectations, or perceptions (Sopow, 2021). Conflict management is the set of techniques or practices that reduce the adverse effects of conflicts and maximize their benefits (Staff, 2022). This paper reviews the recent organizational conflict of Twitter Inc, under its new leadership by multi-billionaire Elon Musk. This paper aims to provide recommendations for conflicts that arose after Musk’s $44 million acquisition of Twitter. This will be done by analyzing the organizational conflicts on Twitter, developing a conflict management plan, and providing guidelines for implementing that plan. Background Twitter is a world-renowned social networking website that allows users to post and reply to messages known as “tweets.” Twitter provides a media platform for users to share experiences taking place in the world around them and follow along with regional and global trends or events. Twitter is accessible, supporting online access from PCs or smartphones, with 100 million daily users and 500 million tweets per day (Forsay, 2021). Twitter saw increased growth in 2007, one year after it was founded by Jack Dorsey (Forsay, 2021). This was due to the South by Southwest Interactive conference, where more than 60,000 tweets were sent (Forsay, 2021). In recent years, Twitter has seen explosive growth and popularity, becoming a global social media giant with offices in more than 25 countries (Forsay, 2021). Nevertheless, Twitter would be sold to billionaire Elon Musk in 2022, acquired at about $44 billion (Khaled, 2022). Under Musk’s leadership, Twitter’s strategic vision shifted. Musk explains that he purchased Twitter to “promote the opportunity for dialogue,” which was lost (Khaled, 2022). This would see Musk terminating hundreds of employees via an ultimatum: “commit to a hardcore Twitter or leave” (Siddiqui & Merrill, 2022). The old employees struggle with the new reality of the workplace and the new engineering staff that Musk brought to Twitter from Tesla (Schwartz, 2022). The new “hardcore” job environment is shifting the organizational culture to a workaholic regime. Employees are now working “around the clock” and even sleeping at work to be in Musk’s good graces (Schwartz, 2022). Musk’s new leadership style has created conflict with employees at Twitter and even users worldwide. Analysis Conflict Management Plan According to Wilson (2022), conflict is the arrow that points to what the company needs to learn the most. Conflict can be disruptive at best and destructive at its worst; once it erupts, it is hard to control. Implementing an effective conflict resolution system and adopting efficient conflict management strategies is crucial because when people experience conflicts, much of their energy is directed toward the conflict (Wilmot & Hocker, 2011). The table illustrates the conflict management plan for the events that contributed to the conflict that Twitter experienced before and after the company was taken over by Elon Musk. It shows the events that occurred in the company’s internal and external environment, the root cause, and the drivers of the conflict event. It also shows the conflict management strategy and action plan that should be implemented to solve or curb the conflict before it escalates. The growth potential was categorized as a high, medium, and low, indicating the opportunity that the conflict and the resolution strategy, if successful, gives the company to be innovative and creative. It indicates if solving the conflict that ensues can lead to the company gaining a more competitive advantage. Table 1. Conflict Management Plan for Twitter, Inc. Before Elon Musk’s Take-over Event Root Cause Drivers Potential for growth Conflict Management Strategy/ Action Person Responsible BEFORE ELON MUSK The dissatisfaction of employees due to the dramatic cultural shift in 2019 after Dantley Davis joined the company as the new vice president of design. -A calcified collaborative environment. - Leadership’s blunt style. -Differences in values, such as work ethic. -Personality clashes. -Leadership style. High An accommodating strategy could be implemented, where a solution that makes every party in the conflict happy. -Team building could be useful at that time to build trust and foster better communication. Human Resources, New vice president By late 2019 Complaints surfaced in Twitter’s employee relations unit, which is staffed by lawyers investigating workplace issues. -Tough criticism - Psychological unsafety and uncertainty about the future. -Personality clashes -Poor communication Medium A compromise strategy needed to be used, where the employees’ complaints are listened to, and a middle ground is reached. -Human resources needed to conduct transparent investigations. -Feedback needed to be shared with the employees for more transparency. Human Resources The allegation about Davis ‘biased statement to another executive. -Cultural insensitivity -Lack of empathy -Differences in perception Medium An empathetic strategy should be adopted where both parties should share and understand the emotions and feelings of the other person. Human resources A good rapport can be created from this. Human Resources, Both implicated employees Widespread discontent among the design and research teams, and many employees struggled with burnout. Sudden firings and harsh feedback The culture under Mr. Davis was toxic and caused untenable attrition. Without a clear explanation Massive resignation -Personality clashes -Leadership style -Differences in values, such as work ethic High An active listening strategy should be adopted, where the key grievances are shared. -Sharing the key goals that the company aims to achieve from this initiative could help resolve the conflicts. Human Resources, Top management [250-300 words] Analysis of table & Best Implementation of Strategies Table 2. Conflict Management Plan for Twitter, Inc. Before Elon Musk’s Take-over Event Root Cause Drivers Potential for growth Conflict Management Strategy/ Action Person Responsible AFTER ELON MUSK Pressure on employees as Twitter was shifting to an engineer-driven operation -Inflexible and gruelling schedules. -Human resources trying to meet up with the task of firing workers. -The nature of work activities. -The leadership style. High A compromise strategy should be used, where the employees’ complaints are listened to, and a middle ground is reached. CEO, Elon Musk Mass resignation Unclear future, fear of the coming and psychological unsafety Fear of retribution -Poor communication -The new culture in the company. High An active listening strategy should be adopted, where the key grievances are shared. -Sharing the key goals that the company aims to achieve from this initiative would help resolve the conflict. -Redefining the company’s mission and vision and gaining the buying-in of all the stakeholders. CEO, Elon Musk, Human resources Initiating widespread layoffs that will end up breaking employment laws. Changing the composition of the workforce. -Organizational authority structure. High The problem confronting or collaboration strategy should be used; this will ensure that a win-win resolution can arrive. -Clear communication about the changes that the company is undergoing. CEO Elon Musk, Human resources The Blue Verified debacle. A new $7.99 service launched by Musk placed a blue check mark — previously used to verify accounts. -Searching for sources of revenue and generating more profit -Financial pressure since Musk bought the company for 44 billion. -Competition for scarce resources. High Confrontation is the key strategy. -Twitter needs to communicate openly with the customers and explain the benefit of having a paid service for the Bleu Verified feature. Customer care division Internal censorship, many employees feel that their contribution is not valued -Setting up The Trust and Safety team, whose role is ensuring a “healthy discourse” in the workplace. -The new culture in the company. -Differences in values, such as work ethic High An active listening strategy should be adopted. -Ensure employees have more room to express themselves and their concerns about this massive change. CEO Elon Musk, Human resources, Top management Lack of transparency with projects or tasks assigned to employees. New rules that hinder permissions on viewing tasks and projects -The nature of work activities. -Differences in work ethic. -Structural factors (size, routinization, specialization, reward systems) Medium -Implement an open-door policy that helps open a dialogue between the management and the staff. Human resources, Top management Initiating a change in culture with no comprehensive plan on how to execute it. An initiative or a bid to cut down the cost incurred by the company. -Poor communication. - Leadership style. High A professional mediation strategy should be adopted. This will enable an objective mediator to assess the situation after listening to all the facts and help develop a successful resolution. CEO Elon Musk, Human resources, Top management Fear and panic because of an unhealthy work environment Sudden and immediate layoffs. -Toxic work environment. -Poor communication. Medium An open-door policy should be adopted, which helps to open a dialogue between the management and the staff. CEO Elon Musk, Human resources, Top management [250-300 words] Analysis of the table above & Best Implementation of Strategies [200-250 words] For ‘after Elon Musk’ table only: Discuss potential Conflicts or Risks (at least 3) that may arise internally & with external audiences such as clients, customers, or other stakeholders if the strategies suggested above are not met. Recommendation and Final Conclusion [500+ words] References Conger, K. (2021, August 16). Culture change and conflict at Twitter. The New York Times - Breaking News, US News, World News and videos. https://www.nytimes.com/2021/08/16/technology/twitter-culture-change-conflict.html Forsey, C. (2021). What is Twitter and how does it work? HubSpot Blog. https://blog.hubspot.com/marketing/what-is-twitter#:~:text=Twitter%20is%20a%20social%20media%20site%2C%20and%20its,they%20enjoy%20consuming%2C%20or%20simply%20communicate%20with%20friends iHR Australia. (2020). Conflict in the Workplace. https://tinyurl.com/4u6bcrhb Isaac, M. et al. (2022). Two Weeks of Chaos: Inside Elon Musk’s takeover of Twitter. The Seattle Times. https://www.seattletimes.com/business/two-weeks-of-chaos-inside-elon-musks-takeover-of-twitter/#:~:text=SAN%20FRANCISCO%20%E2%80%94%20Elon%20Musk%20had,company's%20offices%20in%20San%20Francisco Khaled, F. (2022). Why did Elon Musk buy Twitter? New letter reveals reason. Newsweek. from https://www.newsweek.com/elon-musk-reveals-why-bought-twitter-1755180#:~:text=In%20his%20Thursday%20note%2C%20Musk%20explained%20that%20he,generate%20revenue%20through%20the%20%22relentless%22%20pursuit%20of%20clicks McGroarty, K. (2022). 4 Conflict Management Strategies Used in the Workplace. Pollack Peacebuilding Systems. https://pollackpeacebuilding.com/blog/4-conflict-management-strategies-used-in-the-workplace/ Miller, E. (2016, January 10). Creating a conflict-management plan. The Systems Thinker. https://thesystemsthinker.com/creating-a-conflict-management-plan/ Schwartz, M. (2022). 'I don't want to work with these clowns.' inside the culture war that Elon Musk has unleashed at Twitter. Business Insider. https://www.businessinsider.com/anonymous-twitter-employee-elon-musk-twitter-culture-war-2022-11 Siddiqui, F., & Merrill, J. B. (2022). Musk issues ultimatum to staff: Commit to 'hardcore' twitter or take severance. The Washington Post. https://www.washingtonpost.com/technology/2022/11/16/musk-twitter-email-ultimatum-termination/ Sopow, E. (2021). Living Change – A guide to Understanding and Leading Change in Organizations and Life. University of Canada West. Wile, R. (2022). Musk Fire Twitter Engineers After Critical Posts on Twitter and Slack. CNBC. https://www.cnbc.com/2022/11/15/musk-fires-twitter-engineers-after-critical-posts-on-twitter-and-slack.html Wilmot, W., & Hocker, J. (2011). Interpersonal Conflict. 8th ed. McGraw Hill. Wilson, R. C. (2022). 14 Conflict Resolution Strategies for the Workplace. Positive Workplace. https://positivepsychology.com/conflict-resolution-in-the-workplace/ https://www.nytimes.com/2021/08/16/technology/twitter-culture-change-conflict.html https://www.nytimes.com/2022/11/11/technology/elon-musk-twitter-takeover.html https://www.businessinsider.com/anonymous-twitter-employee-elon-musk-twitter-culture-war-2022-11 2021 Living Change ©Eli Sopow PhD 0 LIVING CHANGE A guide to understanding and leading change in organizations and life Eli Sopow PhD Version V 2021 Prepared for use in MBA MGMT 643 Change Management University Canada West 2021 Living Change ©Eli Sopow PhD 1 The author Eli Sopow PhD Faculty Professor, MBA program University Canada West Vancouver BC Canada www.elisopow.org Dr. Eli Sopow, a faculty professor at University Canada West and an organization consultant, has 40 years of national and international award-winning, diverse senior management and leadership experience working in journalism, as an Associate Deputy Minister in government, the vice-present and partner with an international consulting firm, and 18 years serving as a civilian member of the Royal Canadian Mounted Police—Canada’s national police service. As a consultant his firm provided services to major organizations throughout North and South America and in Southeast Asia. At the RCMP Dr. Sopow was Division Director of Research, Analysis, and Strategic Intelligence within the Operations Strategy Branch. He also served for two years as Research Director of the national RCMP Change Management Project. In addition, he was a staff instructor in change management,
Answered Same DayDec 08, 2022

Answer To: I've done most of the course work, I just need the parts highlighted in yellow. No plagiarized...

Ishakha answered on Dec 08 2022
37 Votes
Table 1
Conflict Management Plan for Twitter, Inc. Before Elon Musk’s Take-over
Conflicts are part of any organization. Before the takeover of Elon musk, there are many conflicts at Twitter Inc. The causes and their drive
r are - In 2019 when Dantley Davis joined Twitter, all employees are not satisfied with the cultural change of the company because the leadership style of Davis is not effective as per the requirement for team members. In this situation of conflict, the strategy of making the team by motivation is important. In this case, the accommodating strategy can be used to handle the situation. In the time of Davis, there are many conflicts created like the biased nature of Davis with the employees. For managing, this conflict the management uses the empathetic strategy. And this time the growth potential is medium. In the time of Devis, many employees suffer from burnout and the disagreement between the design and search teams occurred differences in worth ethics, and personality clashes. To handle this, leaders need to use the active listening strategy. In any organization, conflicts occur when the leader is not effectively managing the team or employees of the organization. At the end of 2019 problems and complaints are common.
Table 2
Conflict Management Plan for Twitter, Inc. after Elon Musk’s Take-over
In 2022 twitter has its new CEO Elon musk that is coming up with new ideas and features for Twitter. Elon starts to change or update the feature of Twitter after the takeover occurs the pressure on the technical team of Twitter and the human resource team cannot be able to handle it. On the other side, the employees of Twitter think about their future and safety they cannot feel good so they give their resignation. The mass resignation can be controlled by using an active listening strategy. In it, the leader tries to understand all employees and their needs. After Elon take ver a fearful and unhealthy environment developed in Twitter Inc. its is happed due to less communication, the pressure of work, and new policies from the new leader. For control, of this situation, the open door strategy is perfect which creates a way of communicating between the employees, staff, and leaders....
SOLUTION.PDF

Answer To This Question Is Available To Download

Related Questions & Answers

More Questions »

Submit New Assignment

Copy and Paste Your Assignment Here