GE1807

Task Performance

Conflict Resolution
The Organization

Directions: Devise a plan in resolving the following conflicts. You may use the steps to manage a
potential conflict found in your LCD slides and elms as your guide. You will be graded using the
rubric below.

Item#1- Seraspe, Sherryl A.

1. Joseph has been employed at your company for a year and is pretty familiar with the routine
responsibility of his job. Lately, however, he has been struggling to accomplish basic tasks and seems
like he is disinclined to participate in an upcoming team project with Kate, his coworker. As their
supervisor, how will you address this situation?

Answer: 

As a supervisor, I should be concerned by any employee's behavior that negatively affects the
performance of work. Therefore, I should also be alert to potential sources of conflict, such as
personality clashes between coworkers, poor relationships with subordinates or team
members, and work-related stressors. I should address these potential sources of conflict
whenever they arise because conflict is inevitable in the workplace. The key to resolving
conflict is not to avoid it but rather to prevent it from escalating into an unproductive situation
that hinders the performance of work at my company.

Conflict arises when two or more individuals have different perceptions of the same situation.
IF Joseph may disagree with Kate about how to effectively manage a team project. A major
source of conflict in the workplace is differences between men and women. Men are more
likely than women to be assertive or aggressive, which can lead to disagreements at work. The
biggest reason for conflict is personality clashes, which will most likely impact my decision to
address this potential situation. I need to build rapport with my employees, so they trust me
and feel comfortable around me. I should also treat my employees fairly and equally, so they
respect my authority as their supervisor. If I am not treating them equally, I will be viewed as
biased or unfair by some of them, which will lead to distrust in the workplace.

In addition, I should communicate my values and beliefs to all my coworkers because it is a

way to connect with them. And I need to be open-minded and neutral when I make important
 decisions to increase the chances of a positive outcome. Understanding how people perceive
situations allows me to empathize with their situations, bring out the best in them, and
eliminate the worst in them. To resolve the situation in the organization, I will initiate dialogues
that give employees hope for an increased likelihood of achieving desired results. To prevent
conflict from occurring in the first place, I will promote harmony at work by fostering teamwork
and teaching employees to support each other effectively.

Item#2- Sonquepal, Nineveh Misti

2. You are a manager at a supermarket. Your full-time employee, Mia, who is always on time for her
shifts, requests to leave for an hour during the middle of your shift for an appointment. You look at the
schedule and determine there is enough coverage for her to leave and grant her request. A part-time,
undependable, hourly employee, Gio, hears about this and is upset that Mia is getting special
privileges. Gio is now in your office saying that it is unfair. He previously asked off for a half-day to
sleep in after attending a late-night concert, and you declined his request. He is now asking for an
early out as well. How will you handle this request?

Answer:

As a manager, I will tell Gio every detail why I declined his previous request and compare him
with Mia’s dedication to work and her performance/behavior as well with a calm tone without any bias.
Mia’s request for an hour leave has a valid reason and looking at her performance she’s a responsible
and dependable employee, she comes to work on time and most of all Mia is a full-time employee.
Special privilege is not the term it should be called, but, as a reward for her hard work, her request
shall be granted. Lastly, an hour leave has enough coverage for her to leave.

As a part-time employee asking for an off for a half-day to sleep in because he attended a late-night
concert knowing he has a job the next day, Gio’s request, wasn’t valid and irresponsible, he should
know how to manage his time. If Gio’s request however has a valid reason/excuse or something
important, I will maybe grant his request despite him being a part-time, undependable employee.
My final stand as a manager for Gio’s request, I will not grant his early out, instead, I’ll tell him to
improve his performance/behavior, be a responsible and dependable employee, then I’ll give a reward
for his hard work. Every reward is earned from hard working. I am not biased, and it’s called being fair.
Item#3- Belarma, John Lloyd

3. You are part of a team that is preparing a presentation for a major conference. The final 
meeting on the presentation is this morning at 9 a.m. There are four participants: Brielle, Nate, 
Chris and yourself. You arrive in the meeting room at 8:55 and Nate is there. Chris arrives at 
9:02. You continue to wait for Brielle to arrive so you can begin. No one has heard from her. 
You are getting irritated and feeling anxious. At 9:10 you can feel your muscles tightening and 
breathing increasing. Nate and Chris are visibly angry and talking about how stressed they 
are. You NEED to get this done today. At 9:20, all of you are fidgeting and decide to begin. At 
9:23, Brielle arrives with no apology or explanation. How will you handle this situation?

Answers: 

In this situation, if my member or Brielle is late the exact time for the preparing a presentation
for our major conference and he doesn’t give any explanation why he is late, what should I do
for him is to call Brielle in a good manner and I want to hear him that, why he late. Because as
individuals we are different kinds of situation and problem in our personal life. Everyone is
different so deal with it and don’t judge. Sometimes all a person wants is an empathetic ear, all
he needs is to talk it out. Just offer a listening ear and an understanding heart for him. We
need to understand why he was late that time because we don't know already that Brielle has
a big problem in their house or he has a conflict with his family, but I will not tolerate her fault
it’s because of that things, and of course, if he doesn’t have valid reasons for his explanation
for me, I want to give consequences so that he doesn’t do it again for the next session. So, as
we learn to embrace our diversity, just love, and no hate. Because I believed people don't
always need advice. Sometimes all they really need is a hand to hold, an ear to listen, and a
heart to understand them.
Item#4- Escobia, Gine M.

4.  Kathy was a member of a selection panel for an editorial position. Jean was one of the
unsuccessful applicants. Her application was considered to be pretty strong, but the role was offered
to another. Shortly after, you, who chaired the selection panel, discovered that Kathy is living with
Jean’s ex-husband, Miguel, and things are decidedly cool between Kathy and Jean. How will you
handle this situation?
 

Answer:

As the chairman of the selection panel, I’ll Think broadly about almost all ways to streamline and
standardize the method. Another, I would like to level the playing field by guaranteeing you're
centered on your candidate’s capabilities and gifts, not surface statistic characteristics. A daze,
efficient preparation for checking on applications and résumés will assist move forward their
chances of counting the foremost significant candidates in their meet pool, counting revealing a
few covered-up jewels. Inquire candidates to require a work test it’s valuable in comparing
candidates and it’s a successful indicator of future work execution. Before that, telling first Kathy
to control her individual sentiments over Jean by giving likability a numerical score. Moreover,
energizes those included within the contracting and in other parts of the company to keep
differences and balance best of intellect.

Instructions: Please answer this by group (4 members),1 Item each member

       Please Indicate in your paper the names who will answer the item

Item#1- Seraspe, Sherryl A.

Item#2- Sonquepal, Nineveh Misti
Item#3- Belarma, John Lloyd
Item#4- Escobia, Gine

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