1.

According to the talk, are the annoying people considered as the major source of
conflicts at work? Justify your answer.

 The speaker makes it apparent that unpleasant people do not cause conflicts;
they are merely one of their many components. We frequently blame certain
people when something goes wrong, but this rarely tells the whole story. We
must examine and look into the structures that underlie a problem if we are to
resolve it and find its root causes. Bullies are the best example of a
"dysfunctional person," however it's also likely that they are the major source of
conflict. Because they lack the self-awareness to see when they are hurting
others, bullies are potential dangers and sources of heated disagreements.

2. What are the 5 steps given by Ms. Schulz to fix conflicts? In your Opinion, are the
steps given feasible? Would you try these steps in the current conflict that you
are experiencing?

 Screening out or rule out the dysfunctional persons.

 Asking the right people, the right questions.
 Making sure that everyone is aligned around goals and objectives.
 Find allies at all levels in the organization
 Teach new habits for managing differences.

 It is vital to clarify the individual perceptions engaged in the conflict because

there may have been some misunderstandings during the conflict. This
should be done after finding a safe place and time to talk it out, not in front of
other employees because this would be unprofessional. Become more adept
at listening while being attentive and sympathetic; frequently, all that is
needed is for people to simply listen to one another. Create solutions that will
benefit both parties; the objective is to establish a settlement that improves
the working environment for all, not to win the argument.