HR Learning of the Day Divide and Conquer

“Divide and Conquer” is a strategy that involves breaking down a large issue into smaller, more manageable parts or, in some cases, creating divisions among groups to maintain control. In HRM, this approach can have both positive and negative implications, depending on how it is used.

1. Positive Applications of Divide and Conquer in HRM

A. Organizational Restructuring

HR managers often divide large departments into smaller, more specialized teams to improve efficiency and focus. This allows for better delegation, enhanced communication, and improved accountability.

Example:

A large multinational corporation restructures its HR department by splitting functions into Talent Acquisition, Employee Engagement, Compensation & Benefits, and Learning & Development. Each team has its leader, ensuring streamlined processes.

B. Conflict Resolution

When disputes arise between employees or teams, HR professionals may separate the conflicting parties and address their concerns individually before bringing them together for resolution.

Example:

In a workplace conflict between two departments over resource allocation, HR separately discusses concerns with each team, finds common ground, and then facilitates a collaborative discussion to resolve issues.

C. Task Delegation and Workforce Management

Breaking down large tasks into smaller, more manageable parts ensures that teams work effectively without feeling overwhelmed.

Example:

A tech company assigns different modules of a software project to specialized teams: front-end development, back-end development, UI/UX design, and testing. Each team works independently yet contributes to the final product.

2. Negative Implications of Divide and Conquer in HRM

A. Workplace Politics and Manipulation

Unethical HR leaders may use divide-and-conquer tactics to pit employees or teams against each other to maintain control, prevent unionization, or suppress dissent.

Example:

A manager creates unnecessary competition between two teams by offering a promotion to only one group, causing internal conflicts rather than fostering collaboration.

B. Fragmented Company Culture

Too much segmentation within a workforce can lead to silos, reducing interdepartmental collaboration and harming company culture.

Example:

A company with isolated teams working on different projects finds that employees rarely communicate outside their departments, leading to inefficiency and a lack of shared vision.

3. Models Related to Divide and Conquer in HRM

A. Kotter’s 8-Step Change Model

John Kotter’s change management model involves breaking large-scale changes into smaller, structured steps:

1. Create urgency

2. Build a guiding coalition

3. Develop a vision and strategy

4. Communicate the vision

5. Remove obstacles

6. Generate short-term wins

7. Sustain acceleration

8. Anchor the change in culture

By tackling change in a step-by-step approach, HR can ensure smoother transitions.

B. Tuckman’s Stages of Group Development

This model outlines how teams evolve through:

1. Forming – Initial stage of team formation

2. Storming – Conflicts and challenges arise

3. Norming – Teams establish norms and roles

4. Performing – Teams work efficiently

5. Adjourning – Project or team disbands

HR can use this model to divide and manage teams at each phase effectively.

C. Span of Control Theory

This concept helps HR leaders determine how many employees a manager should oversee. A narrow span of control (fewer employees per manager) allows more direct supervision, whereas a wide span encourages delegation and autonomy.

Example:

A fast-growing startup shifts from a flat hierarchy to multiple managerial levels, ensuring each team has a leader overseeing a small number of employees.

4. Overcoming Negative Aspects of Divide and Conquer in HRM

Encouraging Collaboration: Cross-functional projects and knowledge-sharing sessions prevent silos.

Ethical Leadership: HR should ensure fair policies and discourage manipulation.

Transparent Communication: Avoid fostering unnecessary competition by maintaining openness.

Balanced Autonomy: Teams should work independently but align with company goals.

Please note that all HR Words have been Sourced from Google/Wikipedia and I copy from different places, edit using GenAI and share with everyone while learning something new everyday. Image Source ChatGPT

Have A Great HR Day

Regards

Dr. Vishal Verma