The E.D.I.C.T. Framework Model in Management - Research Paper Example

E.D.I.C.T. Model Question As half-owner of a small business it is necessary to confer and find agreement with the business partner in order to get things accomplishment. Business partners do not always agree on business strategy, structure and the run of day-to-day operations. In order to keep operations flowing smoothing a happy middle ground should be found. Some business partners have direct conflict about the direction of the business, and in order to get the business partner to understand that your particular suggestions are the best for the direction of the company, the influencing method of E.D.I.C.T. (entry, diagnosis, influencing, contracting and transition) should be applied. The E.D.I.C.T. framework have five major areas each which typically are interdependent on each other. The influencing aspect of the framework is the commitment process used towards reaching a desired outcome. There are two main ways the influencing aspect can be utilized. First, is the general approach. During this approach, all aspects are influencing skills because the entire process is seen as an influencing process. The second style is the specific approach. During this approach, the person is specifically and deliberately trying to bring about change. An earnest attempt to move the client/situation to the desired outcome is applied. The movement of the process is the defining the situation and understanding that that the influencing process can be categorized under three headings. The headings describe who or what you are trying to influence. The first form can be a person. It can be a persons view points or decisions that are trying to be swayed. The second form is a situation. One may be trying to change a particular situation to a more ideal one. Finally, a style. A style is the method that is used to help influence the circumstance. When influencing the person, it is vital that you know where the person is committed. The persons attitude should be assessed and attempt to work with the attitude rather than against it. There are several approaches that can be utilized to influence the persons attitude. First, examine persons link to commitment. During this approach, you should try to link what the person is committed to to what you want them to do. For example, in order for my business to run most efficiently than operations must be done in a specific order. I had the task of convincing my partner to agree to the utilize the order of operation. Another approach is summarizing. This technique can be used to bring together bits of information. One can gather supportive data to help support his idea. A third approach is reflecting. This strategy can be used to remind the client of earlier comments or crystallize their current comments. This approach is utilized in my business operations. Either partner may mentally retain conversations in order to remind the other of promises or statements. A fourth step may be confronting conflicting information. Very often what is said doesnt align with what is being done unbenounced to the person. For example, in order to run operations most efficiently, the business partners have agreed that files have to be structured in a specific order. Although both partners are veterans, one person may find a short-cut and although the shortcut allows for the quicker production of the files, this can lead to inadvertent mishaps which directly affects quality of work. Fifth, is confronting issues. In contrast to confronting the person, ideas should be brought in as if they belonged to a third party. Or try the float proposals. During this process, one can test the receptivity by packaging the the idea with a full proposal. This is a beneficial approach when meetings occur that require input and recommendations. Another option is to state your case. Give full details of your position and offer changes if you feel necessary. This is extremely helpful in business partnerships. It allows you express your ideas and leaves the door open for changes or alterations. Finally, educate/inform the recipient with necessary concepts and information. Give details, explain the who/what/when and why. The next heading to be addressed is influencing the situation. During this heading the recipient is either on or not on your side. If the recipient is on your side then you both can assessed the situation collectively. Activities under this scenario may include joint-problem solving. This activity is ideal for partners. Since the overall objective is reach a common goal, then to collectively work in unison allows for better ideas, solutions and outcomes. Another tactic is co-operation. During this process, different aspects of the problem or tackled. This is another advantageous effort as it allows for each to concentrate on specific tasks allowing for more ideal outcomes. A third activity is the tackle third parties. Under this activity the partners target others who must be influenced to help achieve the desired outcome. This tactic may prove helpful when negotiating contracts from outside vendors. Finally, the system re-design activity allows for suggestions on how things can be done differently to help operations run more efficiently. All the aforementioned activities are ideal if the person is on your side, however this is not always the case. Sometimes the person is not which may even place them in the position of opposition. In order to reach desired goals, then such activities such as recruiting a third party may take place. During this process, you entail others to influence the other person to see things your way. This may not be the best tactic for partners if tension is already thick. One partner may find it offensive and rebel. The third the influence strategy is style. Under styles approach different types are utilized to influence decisions. Only specific types are ideal for business partnerships. Some types are more geared toward the client or boss/subordinate relationship. In a business partnership relationship such types as educate should be utilized. Give the partner information supporting your decision. Sell (ethical) tactic is also acceptable. Emphasis should be put on the benefits of agreeing. This requires trust from the partner. Also the rational/logical approach can be utilized. Although the partner may not agree with your stance, it allows for a low emotional temperature to be maintained. Partners may also use the emotive type which appeals to the feelings and values. If the attempt is sincere, then this type can be successful. Or try giving a model. If partner is opposed to recommendations try providing a model of the outcome of the scenario. Also try to be charismatic. Use you personality to influence the partner to see things your way. Negotiation is also a style. This is a good tactic for partners because it allows for a win-win outcome. Finally, utilize joint problem solving. Since partners ultimately have a common goal then this allows for partners to utilize input. When working with a partner, not all decisions will be made easily. Partners may have differing opinions as to the directions the company should be headed or on the run of day-to-day operations. Using influence in the E.D.I.C.T. model allows for the partner to negotiate and possibly influence the partner to see things their way. Question #2 An operational management-level meeting will be planned, conducted and followed up. The meeting will be pre-planned with all attendees giving 3 day prior notice via memo/email and a reminder notice given 24hours in advance via memo/email. The meeting will be taking place at the central office and attendance is mandated and attendees are expected to arrive on time. The meeting will require analytical input, negotiations and a detailed desired outcome. During this meeting, the involved managers will decide which place is best to relocate to as the company has grown and is seeking a new location. There are three proposed locations each in different cities and with different price tags. In order to influence the company to locate in their city, each city has given some type of incentive for relocating in their metropolis. During the course of the meeting, each manager will be allowed a 10 minute opening to give their recommendations. Each manager was supplied with a detailed list including financial information 2 weeks prior to the meeting. After the initial 10 minute opening, their will be an open emporium where there will be a free flow of ideas and recommendations. The meeting will be 2 hours minimum with an open end to allow for resolution. The meeting will be conducted utilizing the E.D.I.C.T. model. The initial setting of the meeting will begin with the entry aspect of the model. During this process, interaction will begin among the participating managers and the initial 10 minute opening will be initiated. There is a specific random order for the 10 minute opening and this is just to keep order. Each manager is expected to state their name, agenda and desired outcome. The second portion of the meeting will be the diagnosis portion. During this part, I will clarify the agenda by stating the problem and proposed solutions. This particular portion will be concise and brief. I will then immediately move into the third aspect of the meeting which is the influence. During this process, which is anticipated to be the longest, the managers will begin to sway others as to why they feel their business location is ideal. To keep some type of order, those with the same business location may be lumped together. This section may require the meeting to caucuses several times. Taking breaks allow the groups to exchange/gather opinions, mold their ideas and refresh their minds. Each group will have a chance to present their influence approach. During this stage, 1 location will be eliminated expeditiously to allow more in-depth details of desired locations to be divulged. Different negotiation tactics and styles are anticipated to arise during this phase. However, the common goal to get to the new locations should still be the primary focus. Once the third location is dismissed, then the remainder managers will pair with the remaining groups based on their desired location preference. A caucuses will ensue and negotiations will resume. Each group will work intelligently to convince the other group as to why their preferred location is ideal. This can prove to be a lengthy process, so patience and respect are essential. This process can go hand-to-hand with the fourth step of the E.D.I.C.T. framework which is contracting. Contracting is the process of reaching an agreement and understanding. While allowing the other group to convince or prove that their selected location is best, understanding is essential in order to maintain respect to others opinions At times this process may get roused. Sometimes when agendas clash others lose insight and just want to opposition to give in to their ideas. At times, I will remind each group that ultimately we are on the same team and that we should be adamantly striving to reach a common goal. After hearing each side present their point of views which should be supported by financial information and other supportive data, then a decision will be rendered. However, this is in an ideal situation. There are times where decisions do not surface and the meetings have to be continued. However, luckily we reached an unanimous decision. Now that this portion of th meeting is over we will move into the 5th and final phase which is the transition phase. During the transition phase, the process of ending the relationship, either on a temporary or permanent basis. I will adjourn the meeting and begin to conduct a follow-up. During the follow up stage I will seek feedback from each participating manager with questions and the opportunity for suggestions. I will look for things such as the effectiveness of the meeting. Should anything have been done differently and were they treated fairly and with respect. I will provide an open-ended response survey to allow for feedback, suggestions and recommendations. Read More