Understanding Consumer Choices and Behaviors Essay -- furniture, qualit

The IKEA brand is associated with simple, low cost, stylish products. The concept was furnishing products and house-wares that had wide appeal to a variety of markets and segments, both consumer and the business market exclusively. Both markets were looking for well styled, high quality furniture that reasonably priced and readily available. Initially, IKEA did not customize its products to local markets, but kept to standardized products and operations worldwide. This standardized strategy of internationalizing minimized costs. IKEA developed a model for the business, where it was able to keep costs low. From the customer point of view, they were able to buy low cost furniture, however they had to assemble and collect the flat-packed furniture from stores. IKEA to was able to reduce costs, as this costly part of the value chain was carried out by the customer. IKEA had excellent international procurement. Thirty buying offices were created to source from over 1,400 suppliers worldwi de, IKEA negotiated prices that were between 20-40% lower than competitors for comparable goods. IKEA was successful at i) identifying worldwide suppliers and ii) managing quality and iii) prices with suppliers, to keep margins low. It had excellent supply chain management and utilized the latest IT infrastructure. Due to the sheer number of orders and components required by the company - IKEA developed an efficient system for ordering from suppliers, integrating them into products and delivering them to stores. This was achieved by a world network of 14 warehouses. Inventory was stored - and the IT system managed supply and demand to stores, keeping inventory costs low. Anticipating the needs and wants of customers. IKEA was successful in product desi... ...): Social Creativity and the Social Function of DIY Experiences. Advances In Consumer Research, 37775-776. Inks, S. A., Schetzsle, S., & Avila, R. A. (2012). Exploring the Use of Business Social Networking Tools in Sales: Current Perceptions and Future Expectations. Marketing Management Journal, 22(1), 1-16. Edmonton Journal. (2008). IKEA's Secret: The Customer. Retrieved from http://www.canada.com/saskatoonstarphoenix/news/story.html?id=d2f94f61-48c1-4d48-b276-6481c4804895&k=5397 Dholakia, R. (2012). Technology and Consumption: Understanding Consumer Choices and Behaviors. New York: Springer. United States DIY Products. (2002). DIY Products Industry Profile: United States, N.PAG. O.C. Ferrell & Michael Hartline (2011). Marketing Strategy, 5th edition, South-Western/Cengage Learning. Copeland, C. & Hartline, M. (2010). IKEA Looks to Further Penetrate the U.S. Market

Comparing Walton and Victor

Compare the characters of Victor and Walton as Shelley presents them in the early parts of the novel. What similarities are there between the characters and quests? In the early chapters of Frankenstein by Mary Shelley the character of Walton is introduced through a series of letters he is writing to his sister back in London (the whole novel is an epistolary structure) as he is on a voyage to the North Pole in hope of fulfilling his goal of a breakthrough scientific discovery and â€Å"discovering some of nature’s most profound secrets†.Walton is full of hope and scientific curiosity and a passionate determination that he will achieve his goals â€Å"I shall satiate my ardent curiosity with the sight of a part of the world never before visited, and may tread a land never before imprinted by the foot of man†; he wants to set himself apart from other scientists and discover something altogether new, something that will bring him fame and fortune and ensure that he is remembered forever- he is on a journey that-he learns later in the novel-may not turn out to be the success that he thought it was, and his â€Å"ardent curiosity† may be his downfall in the end.His loneliness (â€Å"I feel the bitter want of a friend†) is subsided when a man â€Å"on the brink of destruction† is brought upon the ship, half dead and â€Å"wretched†. The man they bring on board-Frankenstein- bears a lot of similarities to Walton, from their aspirations and complete obsession to discover the undiscovered.There is however, one major difference between these 2 characters-Frankenstein has already been in Walton’s shoes and has already experienced the consequences of his endeavours-and they were not pleasant, as he relays the story to Walton, warning him how he has â€Å"suffered great and unparalled misfortunes† through his â€Å"seeking of knowledge and wisdom† and seeing Walton do the same, he warns him of the danger s of knowledge and tells of his story-his parents, his wonderful childhood, his thirst for knowledge and, most important of all, his obsessive scientific curiosity that led him to make the choices he made that were ultimately his downfall.He has learned from them, a little too late, and he only hopes that Walton will heed his warning about the dangers of knowledge, and not make the same mistakes that he did, that led to his destruction. Shelley made the characters so similar in ambition and character that this evokes the thought of the ‘doppelganger’, a popular theme amongst gothic literature. Frankenstein is almost Walton’s doppelganger- everything he is, bright, mbitious-but also everything that he doesn’t want to become- a â€Å"wretch†, a man haunted by his choices and on â€Å"the brink of destruction†, all because of his desire to become recognised among the scientific world and leave his mark on the world. Because of Frankensteinâ€⠄¢s story Walton witnesses what the danger of knowledge can do and warns him-a kindness no one could do to Frankenstein-to not follow in his footsteps â€Å"exposing him to the same dangers† as he did.Frankenstein feels as he has unleashed such a horror into the world, the least he can do is to prevent another like-minded person making the same mistakes he did, and through that, not ruin his and countless lives, as if he has been so fortunate as to have someone relay their story about knowledge and destruction before he made the choices he did, he may have rethought his priorities and still be living a happy life after the novel’s end. In short, Frankenstein was doing Walton a kindness by retelling his tragic story; and that brings about another characteristic that Shelley wrote them to both have-they are both good men.They are deeply affectionate to their close ones â€Å"heaven shower down blessings on you my beloved sister†, â€Å"mine to love and cherishâ⠂¬ , and their obsession fuelled by a desire to benefit the world. This evokes sympathy both in the reader and Walton, when he hears Frankenstein’s tragic tale-how a good man with good intentions can make choices so catastrophic that they ruin the lives of those closest to them and themselves-maybe this is why in the end Walton decides to turn back? Both men are also linked with one massive similarity-they both have an incredibly obsessive, if somewhat selfish, nature.Some of Walton’s first words in the letters are â€Å"If I fail you will see me soon or never† he is determined that this voyage will be a success, and is prepared to die for the cause. This mirrors Frankenstein’s feelings later on in the novel â€Å"stars would often disappear in the night sky while I worked in my laboratory†-Frankenstein’s obsession with discovery had him pushing himself to the limit to accomplish his goals, sacrificing time and health, at any cost as long a s he succeeded.That cost, he finds out eventually, is too high, and seeing Walton with the same obsessive nature, going on a voyage that is potentially life-threatening, he wishes him to stop and think thoroughly about whether it is worth it, something that he failed to do, as no one had interfered when he was creating the creature and warned him of the dangers, and as it is too late to repair his mistakes, he can stop Walton from letting his obsessive nature rule him-â€Å"I imagine that you may deduce an apt moral from my tale†- as it did Frankenstein.Walton and Frankenstein are two very similar men-both have passion, drive and determination that set them apart from other men, and give them a dangerous obsessive edge. Frankenstein has learned from his mistakes and has accepted his fate â€Å"nothing can alter my destiny†, and wants to make sure that another good man, so much like himself does not make the same life altering decisions that he did, searching blindly fo r knowledge that may be dangerous to uncover, so he retells his story to Walton in the hope of preventing him destroying his life.Walton with his drive at first in the letters to his sister mentions that does he â€Å"not deserve to accomplish some great purpose? † he believes he deserves success and has worked and will work impossibly hard to ensure his labours do not go unrecognised. But Walton also mentions that he â€Å"feels the bitter want of a friend† â€Å"to approve or amend my plans†.His prayers were answered in the form of Frankenstein, and after his tale of woe Walton finally decides to turn back and abandon his voyage-he listened to Frankenstein, as a â€Å"brother of my heart† and as an older version of him that has failed. Now, the reader wonders, if Frankenstein had the same great luck as Walton to find someone with the same drive and obsession to retell his story to him and make him stop and think thoroughly if he is doing the right thing ? Would he have still made the creature?Or would he have stopped and be living happily with his living family long after the novel’s end? This, perhaps, is the greatest difference between Frankenstein and Walton. Walton had an older, wiser version of himself retelling his tale of misfortune that stopped Walton and potentially saved him. Frankenstein did not have that luxury of someone older and wiser intervening in his work, so he continued carrying out his work, putting in it all of his hopes and dreams, when in reality, he was creating his own destruction.

Marketing Strategy For An Undergraduate Marketing Course

In an undergraduate marketing course, you will review several tools and concepts related to marketing a particular product. Although there are several complex ideas associated with marketing it is important to understand them in order to ensure your business is successful. The best strategy for ensuring your knowledge of the concepts and tools demonstrated within a course is to put them into practice. This paper demonstrates a marketing campaign through the creation of a fictitious company that develops a technological advancement that is plausible in our society’s future. The campaign strategy goes into depth with an S.W.O.T analysis, explanation of its offering (price, product, and service), product positioning, and targeted marketing. I will continue to say that marketing is an essential component to a business’s success in such a competitive environment. Businesses must plan and utilize strategy to gain competitive advantages and stay in the arena with their competitors. Once a business fails to properly plan and strategize they will most likely falter in today’s business and economic environment. This is why understanding particular marketing concepts and tools such as the strategic planning process and market segmentation are essential to devising and executing a successful marketing campaign. To further reinforce these concepts they will be applied to my own marketing campaign for a new product that I developed which is designed to take personal electronicShow MoreRelatedProject Manager With Hospital Corporation Of America1147 Words   |  5 Pagesafter my graduate level marketing course ended, I knew I wanted to dive deeper into the four principles of marketing – price, product, place, a nd promotion– and how consumers are targeted by specific strategies based on culture and demographics. In addition, my new position as Patient Portal Analyst II at HCA created an opportunity to become exposed to marketing and corporate communications. 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The Significance of the Role of Malcolm X on African...

To what extent was the role of Malcolm X significant in the rise of radical African American activism (1965-1968)? A. Plan of the Investigation To what extent was the role of Malcolm X significant in the rise of radical African American activism (1965-1968)? This investigation will assess the significance of Malcolm X’s significance in giving rise to African American activism. Malcolm X’s motives, involvement in the civil rights movement and his leadership will all be discussed in order to understand the extent of his significance. To add further understanding and provide justification a summarization of evidence will be included. Also, an evaluation of sources will allow for details which provide justification in saying that Malcolm†¦show more content†¦However, this source is limited due to the lack of discussion about his impact on many people and how he laid the foundation for many activist groups and organizations. D. Analysis When making the final evaluation of Malcolm X’s role of significance in bringing rise to African American activism, tow aspects of his role must be evaluated. One includes his motivation and the other is what he wanted to accomplish. Malcolm X’s motivation was his oppressed youth. When Malcolm was younger he and his family were harassed by the Ku Klux Klan which caused them to move to another part of Michigan. Sadly enough, after they moved, the racism became worse. A racist mob set his family’s home on fire and all of the white emergency responders and firefighters watched their house burn down. Shortly after this, Malcolm X’s father died and this sent his mother into a deep depression of shock and grief which eventually caused her to be submitted into a mental institution. Malcolm left home and after leaving, he became involved in drugs and crime. This became his motivation. He wanted to fight back and provide young black youth with better an d more positive opportunities. However, it was not just young black youth he was advocating for, but it was all African Americans. As an outspoken civil rights leader in the 1960s, Malcolm X wanted to encourage blackShow MoreRelatedEssay on Waiting Til the Midnight Hour1733 Words   |  7 PagesMidnight Hour lays a treasure chest of information for anyone interested in Black or African American history, particularly the civil rights movement that took place during the 1950’s and 1960’s. I am a self-professed scholar of African American history and I found an amazing amount of information that I was not aware of. Like most who claim to be Black History experts, I was aware of the roles of Martin Luther King, Malcolm X, Rosa Parks, W.E.B. Du Bois and Marcus Garvey. 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Although without events such as the Montgomery Bus Boycott, WWII or the actions of the NACCP to change attitudes towards African Americans, these individuals would have had little effect. 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Bhopal Gas Disaster Of 1984 - 1247 Words

The Bhopal Gas Disaster of 1984 INTRODUCTION On the Night of December 2, 1984, there was a horrific accident at the Union Carbide Pesticide Chemical Factory in Bhopal, India. The factory produced a chemical called methyl isocyanate (MIC) also know by Union Carbide as â€Å"Liquid Dynamite†. It is an organic compound with the molecular formula CH3NCO MIC is a highly reactive intermediate chemical used to manufacture various pesticides. This chemical reacts exothermically with water and produces a poisonous gas that can be fatal. Carbide’s greed for a profit proved to be catastrophic for both Union Carbide and the town of Bhopal. Carbide reduction of the safety features in the factory resulted in the world’s largest industrial disaster in history. Safety features are in place for the safety of the workers, the surrounding area, the environment, and the repetition of the company and its owners and sure always be adhered to. DECISION The Bhopal disaster could have been prevented on many different levels. The Bhopal plant had many different safety features that would have prevented the disaster from happening altogether, however, there were more thing that could have prevented the tragedy as well. The Union Carbide received many reports about MIC and on the conditions of the plant. The most recent being a few months prior to the disaster. The plant had a medical officer, Kumkum Saxena, whose job was to understand the chemicals the Union Carbide Company handled in its factories. Ms.Show MoreRelatedBhopal, Bhopal And Its Effects900 Words   |  4 Pagesyears ago in Bhopal, India, an accident at the Union Carbide pesticide plant led to around thirty tons of highly toxic gases to fill the air and spread through the nearby towns. When the accident occurred, over 600,000 people were exposed to the very deadly gas. Over the past years, 15,000 people have been killed by the disaster and it’s effects. 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A Union Carbide India, Limited (UCIL)s plant released 40 tonnes of methyl isocyanate (MIC) gas which instantly killed over 3,000 people and carrying on causing the death of more than 20,000. This tragic event involved not only the technical, safety issues at the time, but also ethical issues on the responsibilityRead MoreBhopal Ethical Issues1350 Words   |  6 Pages1. Introduction: In the morning of December 3, 1984 a tragic event occurred in the city of Bhopal, the state of Madhya Pradesh, India. It has been known as the world s worst industrial disaster. A Union Carbide India, Limited (UCIL) s plant released 40 tonnes of methyl isocyanate (MIC) gas which instantly killed over 3,000 people and carrying on causing the death of more than 20,000. 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Essay on Critical Thinking and Writing Free Essays

Critique on the Importance of Critical Thinking and Critical Writing in the Social Sciences Critical thinking is defined as the most objective way to interpret, analyze, explain or evaluate a specific topic or conflict. An easy way to explain critical thinking is as an intelligent way that judges use in court to sentence people as guilty or innocent. The way judges use critical thinking at court is by asking lawyers from both sides of the case to show him whatever factual evidence they have so that he or she can take the best decision on the case. We will write a custom essay sample on Essay on Critical Thinking and Writing or any similar topic only for you Order Now Basically the side who should win the case is the one that has sufficient evidences to prove to the judge whatever statement they are making. There is no way a lawyer should win a case only by expressing his or her opinions before the judge; that wouldn’t be an objective way to try to win the case. Critical thinking is the most rational way to react to any matter. By using critical thinking on a daily basis people from any environment are able to take better decisions than by using any non-critical thinking method. For example when someone is offered drugs for a first time; with the use of critical thinking that person can analyze whether to take it or not. The person can look at the advantages and disadvantages of taking the drug in order to make the best decision for him or her. A non-critical way of looking at it would be if the person tries the drug only because he or she is offered. Basically to not think critically means to not make the use of intelligence to analyze or evaluate any matter before making a decision. In writing about a topic or conflict the use of critical thinking is very important in order to get the best conclusion possible. The first thing the writer looks for are what the two sides of the conflict are. There is no way someone can write a good paper if there is no factual evidence to support both sides of the conflict in order to make a conclusion. A good paper is based on evidence rather than pure subjective claims or opinions. A writer who gives pure opinions on a paper does not make the use of critical thinking to write it because in order to do so he or she needs to analyze evidences to support his or her conclusion about it. How to cite Essay on Critical Thinking and Writing, Essay examples

Managerial Decision Making Conflict in the Workplace

Question: Discuss about the Managerial Decision Making for Conflict in the Workplace. Answer: Problem Background Conflict is present in every firm and this to a certain extent indicates a healthy exchange of ideas and creativity among the employees in the workplace. However, there is a type of conflict which causes reduced productivity, workers dissatisfaction, and provision of poor service to clients, increased employee turnover, workplace stress, and a hostile work environment. It is critical to understand that workplace conflict is inevitable in the organization due to a longtime commitment to the vision and mission coupled with long hours of work and the managerial styles used in the firm (Rahim, 2010). Conflict may arise due to cultural differences, communication problems, and personal differences. For the managers to control the levels of conflict breaking between employees and management, there is need to be apprehensive in identifying the causes and apply suitable measures to contain the spread of the opposition. To detect a conflict, necessary to look is the level of tension, verbal and non-verbal behaviors in different teams. The report explores the work of the managers in dealing with the day to day conflict between workers in the workplaces and identifies the ways of evaluating the problem and implementing the solution(Katz Flynn, 2013). Problem Definition The focus of the report is conflict in the workplace, and this section defines conflict as applied in the organization context. The term workplace conflict is defined as the forms of conflict that occurs in the workplace. It can be among workers, employees and management and others such as between management. In broad terms, it covers various forms of conflict which are different such as labor-management conflict and employment conflict. Besides, it also involves the workers, managers, customers, owners. On the other hand, it does not include a union, gender, and race oriented discrimination (Slaikeu Hasson, 2012). Solution Generation There are various ways which can be used to solve conflict problem as enunciated by wood, 2008. These includes brainstorming, brainwriting, fishbone diagram, De Bonos six thinking hats and mind mapping. The focus of the paper is how it can be used in solving the conflict in the workplace. Other tools applicable to solving workplace problems will be explored and expanded. Brainstorming The first process of resolving conflict using the brainwashing tool includes preparing the participant where the team is introduced to the information regarding nature, causes and the parties involved in the conflict in the workplace(Morgan, 2012). The ideas are generated and recorded by an individual participant who is not necessarily the leader of the group. The next step includes presenting the problem by clearly defining the conflict and laying out the criteria to be met to solve the conflict and recording the suggestions by all the members. The next process includes guiding the discussion where the workers participating are told to express the ideas on how to solve the issue. For example, participants are encouraged to comment on how the conflict can be quickly resolved. After these stages, then the management must take action based on the ideas explained (Deuja, Kohn, Paulus, Korde, 2014). The solution to conflict situations in the workplace will be solved through the ideas presented in the workplace where the managers pick the best of ideas and act on it. The management can use the affinity diagram and decision matrix analysis as will be explained later to fix the issues. When well-managed, the process of brainstorming is very beneficial as it helps the managers generate radical solutions to conflict(Ergu, Kou, Shi, Shi, 2014). It is also a way of encouraging the workers to commit to the solutions because of their input in formulating them. It is also necessary to avoid criticism and to promote high level of creativity. For instance, workers participating in the process will explain why they feel conflict emerges and how the management can solve it (Deuja, Kohn, Paulus, Korde, 2014). Brainwriting This is a process which can be used to generate solutions to conflict in the workplace. The method is more effective and can be utilized by the management to make employees or those involved in the conflict come up ideas on the best way to approach and end the issues. Virtually all the brainstorming sessions are best-known for generating creativity(Deuja, Kohn, Paulus, Korde, 2014). In the case of resolving the current conflict, all the employees are invited to contribute ideas that can work and express them without the fear of victimization and judgment. Then the ideas generated are given consideration and then censored based on their workability(Potts, et al., 2014). Fishbone Diagram The fishbone diagram is an important component of dealing with the conflict in the group. It is paramount because it identifies the party in the conflict, where the problem lies. For example, the workers have a conflict with the management. The diagram also helps determine the factors present in the problem such as poor communication, external forces, stress, and others(Morgan, 2012). For all the factors identified as causing conflict, such as communication, the management then brainstorms to find the solution to each cause. For example, the causes of poor communication, competition, different values can be tackled individually. When the management analyzes the diagram, it helps in exploring the possible causes and the approaches to the solutions. For example, without using the layout, the management cannot understand the reasons for the conflict and perhaps there would be wrong assumptions used to treat the problem (Wong, Woo, Woo, 2016). De Bonos Six Thinking Hats According to the De Bonos six thinking hats tool, each problem has a purpose behind it. The tools will be used to offer a solution to the conflict in the workplace. Edward de Bonos Six Thinking Hat is essential in taking control of the problem and provide solutions to it. The tool introduces the managers to Blue Managerial hat for the management of the thinking process. The White Neutral hat plays a role of collect the information, facts, and data about the conflict in the workplace and this lays the foundation for the thinking process about the problem(Vernon Hocking, 2014). On the other hand, there is a Red Intuitive hat where the managers and other involved parties can make use of intuition to explore appropriate solutions to the conflict problems between workers in the organization (Kivunja, 2015). The managers knowledge about the issues can help him in coming up with the solutions of the conflict affecting the organization. The fourth hat in the tools is known as Black Pessimistic hat which employs a negative approach solving the conflict between employees in the organization. However, it is one of the essential hats as helps in better understanding the weakness of dealing with the issues in the workplace. This is paramount because it helps in knowing what next because the issues have been addressed. Afterward, lies the different Black hats which is the Yellow Optimistic hat where the parties involved in finding the solution are introduced to the logically and definite plans of overcoming the conflict problems by confronting the reality or by tackling the underlying issues(Vernon Hocking, 2014). For instance, if the problem is bad communication and intercultural issues the management face these matters at hand. Finally, the Green Creative hat is used when the manager wants to bend the rules and expand the possibilities to find unique ways of dealing with the issue. Solution Evaluation Affinity Diagram The managers would also use the relationship diagram to find answers on the causes of conflict between workers in the organization. The tool seeks to respond to the following question namely, is the problem hard to understand, uncertain, overwhelming and disorganized? Further it also attempts to provide more solutions to the problem such as whether there is support needed in the process (Lucero, 2015). In search for a conflict issues solution, the leaders and the participants construct the affinity diagram to help them develop thoughts and ideas needed to come up with the solution to the problem and also reach agreement between members. The tool is made to generate, consolidate and organize the information about the problem in the company, and thus the diagrams help in developing its system to come with a solution to the compound issue. For example, the leadership team may use the tool during the process of understanding the causes of conflict between employees and coming up with a s olution(Boutros Purdie, 2013). Decision Matrix Decision Matrix is used to narrow the options to solve the issues with one method, when several criteria are used to come up with flexible solutions. In our case, it can be used to solve conflict in the workplace only in situations where one opportunity and method can be used to address the issue. To arrive at the process, the team need to brainstorm about the situation and the criteria to be used. Also paramount is the discussion and refinement of the criteria by reducing it to the one which is likely to acquire much support from the people(Ergu, Kou, Shi, Shi, 2014). Then there is assigning it a relative weight depending on how the management can use it to come up with the solution. In the process, an L-shaped matrix can be drawn where criteria and options are ranked from lowest to the greatest regarding importance to find the best choice. For example, the leaders can list the probable cause of conflicts such as communication, personality difference, cultural variation and competi tion between workers and come up with the greatest and lowest to know how they can tackle them(Haimes, 2015). Pareto Analysis Pareto Analysis can also be used to solve the conflict problem in the workplace. The tools calls for focusing on possible changes through identification of the challenge and solving it. The method uses "80/20 Rule" which means that solving 20 percent of causes results to 80 percent desired results. The approach will be used to identify the causes of conflict in the workplace and responding to them immediately through decision making. The method analyses the challenge, list the causes and make a decision on which to solve first depending on their weight (Champoux, 2016). In resolving the conflict the method would analyses the most probable causes, calculate their frequency, exploring the fundamental causes and making a decision on how to overcome them. Implementation and Action Plan Field Force Analysis Force field analysis is a tool used by management to bring change and helping the team deal with the forces causing conflict. The tool will be used to solve the conflict issues in the organization by looking at the forces that contribute to the issue such as communication, personal differences, and competition between workers in the organization(Meese Ortmeier, 2004). Using the tool requires the leaders to bring some members together, propose the challenge to be addressed and come up with the list of driving forces. For instance, they will be divided into the forces supporting, and those against the problem and the possible barriers of dealing with each is identified. These issues are rated on scale 1-5, and the forces that significantly contribute to the problem are treated first(Swanson, 2014). On the other hand, the managers will use The How-How Diagram to come up with a solution to the issues of conflict in the organization. The leaders will use the tool to seek an answer for the questions and use a particular structure to where the possible reward and risks for each option is enumerated. Once the management discovers the causes of the problem, then a permanent solution is implemented right away(de Haan de Heer, 2015). For instance, after a thorough review, we have noticed that competition between workers is the cause of conflict and we are going to change the way we reward our employee performance for dealing with the problem. If communication is said to contribute to the problem, the management will implement employee training programs on how to communicate better with the colleagues and clients to reduce the issues(Meese Ortmeier, 2004). What-If Tool What-If Analysis is a useful tool for the managers to identify hazards and other precarious situation which produces undesirable sequences in the organization. In the case of conflict in the group, the managers will use the tool to discover the issues that are building conflict in the organization. The tools also help to identify the existing safeguards concerning the problem and then suggests the possible alternatives for reducing the risks associated(Lucero, 2015). The first step will include identifying the what if question in regard to conflict issues in the organization. An example includes maybe there is poor communication; the management is not providing the right leadership and others. Then the team will then search for answers such as we do not have the right platform of communication as the reason for conflict in the workplace. Further, the leaders will assess the level of risk to the causes identified(Potts, et al., 2014). For example, communication has no severe risk, and competition among workers has serious risks involved and therefore requires. Then after the process is through, the feedback is provided and recommendations to the appropriate departments. In our case, the communication problem will be handled by corporate of public relations department to ensure the solutions are addressed. References Boutros, T., Purdie, T. (2013). The Process Improvement Handbook: A Blueprint for Managing Change and Increasing Organizational Performance. New York City: McGraw Hill Professional. Champoux, J. E. (2016). Organizational behavior: Integrating individuals, groups, and organizations. Routledge: New York. de Haan, A., de Heer, P. (2015). Solving Complex Problems: Professional Group Decision-making Support in Highly Complex Situations. The Hague: Eleven international publishing. Deuja, A., Kohn, N. W., Paulus, P. B., Korde, R. M. (2014). Taking a broad perspective before brainstorming. Group Dynamics: Theory, Research, and Practice, 18(3), 222-229. Ergu, D., Kou, G., Shi, Y., Shi, Y. (2014). Analytic network process in risk assessment and decision analysis. omputers Operations Research, 42(4), 58-74. Haimes, Y. Y. (2015). Risk modeling, assessment, and management. Hoboken, New Jersey: John Wiley Sons. Katz, N. H., Flynn, L. T. (2013). Understanding conflict management systems and strategies in the workplace: A pilot study. Conflict Resolution Quarterly, 30(4), 393-410. Kivunja, C. (2015). Using de bonos six thinking hats model to teach critical thinking and problem solving skills essential for success in the 21st century economy. Creative Education, 60(3), 380. Lucero, A. (2015). Using affinity diagrams to evaluate interactive prototypes. In Human-Computer Interaction. New York: Springer International Publishing. Meese, E., Ortmeier, P. J. (2004). Leadership, ethics, and policing: Challenges for the 21st century. Upper Saddle River, New Jersey: Prentice Hall. Morgan, J. (2012). The collaborative organization: A strategic guide to solving your internal business challenges using emerging social and collaborative tools. New York City: McGraw Hill Professional. Potts, H. W., Anderson, J. E., Colligan, L., Leach, P., Davis, S., Berman, J. (2014). Assessing the validity of prospective hazard analysis methods: a comparison of two techniques. BMC health services research, 14(1), 41. Rahim, M. A. (2010). Managing conflict in organizations. Transaction Publishers: Transaction Publishers. Slaikeu, K. A., Hasson, R. H. (2012). Controlling the costs of conflict: How to design a system for your organization. Hoboken, New Jersey: John Wiley Sons. Swanson, D. J. (2014). Sharpening the focus of force field analysis. Journal of change management, 28-47. Vernon, D., Hocking, I. (2014). Thinking hats and good men: Structured techniques in a problem construction task. Thinking Skills and Creativity, 46(8), 41-50. Wong, K. C., Woo, K. Z., Woo, K. H. (2016). Ishikawa Diagram. In Quality Improvement in Behavioral Health. New York City: Springer International Publishing.