Problem Solving Organizational Issue

The acts of solving problems and making decisions involve considering the possible options and then selecting of the best option to solve an organizational issue. Problem solving and decision making can be done as individual or team processes. Effective organizational communication supports how we think through, discuss, and choose resolutions for issues.
Other organizational activities that rely on communication competencies include interviews, written
correspondence, and presentations:
We gather and exchange information during the interview process.
Written correspondence uses media to communicate without corresponding verbal messages.
Presentations are formal communication events designed to educate, inform, or persuade.
Organizational Conflict Many probably agree that life revolves around relationships. Because we are all unique, we each bring our own beliefs, preferences, communication styles, wants, and needs to our various relationships. As such, conflict is bound to occur. We all frequently experience opportunities for negotiation in our personal, professional, and social lives.
As part of the Harvard Negotiation Project, Fisher and Ury (1991), Harvard Law School professors, helped to devise principled negotiation, a decision-making process based on the merits of issues rather than on a haggling process focused on what each side says it will or will not do. They explain principled negotiation as follows:
It suggests that you look for mutual gains whenever possible, and that where your interests conflict,
you should insist that the result be based on some fair standards independent of the will of either side.
The method of principled negotiation is hard on the merits, soft on the people. It employs no tricks and
no posturing. Principled negotiation shows you how to obtain what you are entitled to and still be
decent. It enables you to be fair while protecting you against those who would take advantage of your
fairness. (p. xviii)
In principled negotiation, all sides work together to creatively come up with a solution that works for both parties and, ideally, is better than what any side initially had in mind.
Stephen R. Covey incorporates the theory of principled negotiation in Habit 6: Synergize of The 7 Habits of Highly Effective People Signature Program. Covey (2005) believes that “[p]eople who are truly effective have the humility and reverence to recognize their own perceptual limitations and appreciate the rich resources available through interaction with the hearts and minds of other human beings” (p. 127).
Many organizations have incorporated training programs to address successful conflict resolution. You can see why these types of training programs would rely heavily on effective communication competency levels.
Strategic Management
Strategic management can be described as a set of decisions and actions that result in the formulation of plans designed to achieve a company’s objectives. One of the fundamentals of strategic management is the formulation of a mission statement that serves as an overall guide for all aspects of an organization’s efforts. Often, organizations also develop a statement of philosophy or company creed that reflects or specifies the basic beliefs, values, aspirations, and philosophical priorities upon which the mission statement is based.

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