NSTP

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.

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 co-worker.
As their supervisor, how will you address this situation?

- As Joseph's manager, it's crucial to note his current difficulties with fundamental job duties
and his lack of involvement in a pending team project with Kate. To find out if Joseph is
dealing with any personal or professional issues that are affecting his employment, have a
one-on-one talk with him. Giving Joseph specific criticism and providing assistance and
resources can help him get back on track. If the problems continue, a performance
improvement plan that spells out specific requirements for Joseph to satisfy in order to
enhance his performance might be required. It's critical to take a sympathetic and supportive
stance while simultaneously keeping Joseph accountable for his duties as an employee.

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 previous 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?

- It's critical for managers to resolve disputes and employee demands fairly and consistently.
It's crucial to clarify that Mia's request was allowed since there was sufficient coverage and it
had no adverse effects on the team or the store's operations when Gio asks for an early out
after learning of Mia's request. It's crucial to recognize Gio's request as well and state the
rationale for the earlier denial. A fair and consistent strategy to handling employee requests
can be created by providing a clear and consistent explanation in order to reduce any
perceived partiality. Gio's request might be acceptable to grant if it can be met without
impairing business operations. If it can't be accommodated, though, it's crucial to explain why
and provide alternatives option if posibble.

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 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?

- It's important in this circumstance to maintain composure and approach Brielle's tardiness as
a matter of professionalism. Setting expectations for attendance and communicating the
value of everyone's time and contributions as a team are crucial. While we wait for Brielle, it
could be beneficial to talk about any issues or components of the presentation that require
more clarification. When Brielle shows there, it's essential to bring up her lateness and
discuss the effects it had on the group and the project's schedule. It's critical to pay attention
to her justification before deciding when the schedule or the requirements need to be
modified.
 NSTP

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?
- It's vital that the selection panel's chair to manage any disagreements or potential prejudices
in a fair and open manner. It's essential to determine whether Kathy's relationship with
Miguel, Jean's ex-husband, may have influenced the decision-making process after learning
that there may be friction between Kathy and Jean. In order to make sure that the decision
was made solely on qualifications and merit, it may be necessary to revisit the decision and
reevaluate all applicants if there is any indication that Kathy's relationship with Miguel may
have affected her assessment of Jean's application or any other aspects of the selection
process. To protect the integrity of the selection process and guarantee that all applicants are
handled fairly, it is crucial to engage with all parties involved and resolve any potential
prejudices or conflicts.