OB Assignment

Topic- How to resolve conflicts in organisation on the bases of X-

Y analysis.
Introduction of X-Y analysis-
X-Y is based on the risk factors and award given and taken by the employers and employees
respectively in the organisation.
For example if any employee is taken X then he/she will be on less risk and if he/she has taken Y
then he will be on more risk than X taker. Moreover if everybody takes Y then everybody will be
given equal advantage.
Here is the award given to the employees on the bases of X-Y chosen.

X X X X
-100 -100 -100 -100
X X X Y
100 100 100 -300
X X Y Y
200 200 -200 -200
X Y Y Y
300 -100 -100 -100
Y Y Y Y
100 100 100 100

Resolving the conflict in the organization-

Motive- To persuade all the employees to take Y because then all the employees will be awarded
equally and each of them will get a chance to have profit.
Challenge faced by the employees during the consensus

Denial- May be there are/is employee/s who are not in the agreement of mutual benefits and wants to
take the extra advantage. In this situation we face two types of employees
1. Those who denial during the consensus. They deny to take Y during the consensus only and
put their views on the spot.
2. Those who just confirm that they will take Y but after that they deny to take the Y and flip
their decision and take X.
Strategies to solve conflicts-
1. Emphasizing organisation-wide goals and effectiveness- First of all it should made clear to all
the employees what the organisational goals are for building such type of consensus.
2. Mutual benefits- It should be taught to the employees that in organisation there should be
mutual benefits and we should not be selfish.
3. Providing stable, well-structured tasks- When work activities are clearly defined, understood,
and accepted by employees, conflict should be less likely to occur.
4. Use of integrators- Integrators are individuals who are assigned a boundary-spanning role
between two groups or departments. To be trusted, integrators must be perceived by both
groups as legitimate and knowledgeable. The integrator often takes the “shuttle diplomacy”
approach, moving from one group to another, identifying areas of agreement, and attempting
to find areas of future cooperation.

Reference-

V.N Srivastava sir

Submitted By- Ishita Gupta

Beta Section

Roll No. - 20081