COM501-Managerial Communication

Assignment- Dealing with Challenging Situations at Work

Submission

Submitted To-Prof. Sudhir Pandey

Submitted By
Bhargav Vora(AU2314103)

Vaibhav Zalavadia(AU2314007)

Krutagna Kadia(AU2314058)

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 Case-1

The friend who asked for feedback

Key Problems:

1. Conflict of Interest: Frida is in a difficult position because she is asked to evaluate her
buddy's overall performance. This situation affords an enormous battle of hobbies as she
must balance her non-public relationship with her professional responsibilities.
2. Charlotte's Underperformance: The number one problem is that Charlotte has
underperformed in their shared task team. Her paintings have been subpar, and her
mindset suggests she believes she is destined for better things, which can jeopardize her
advertising.
3. Personal vs. Professional Relationship: Frida has no longer given Charlotte honest
remarks in advance due to concerns about destroying their non-public and professional
relationship. She has been covering up for Charlotte's mistakes instead of addressing
them at once.
4. Impact on Frida's Career: Frida is concerned about how her moves, or lack thereof, will
affect her profession and recognition at the corporation. She wishes to make your mind
up that aligns with her expert duties and lengthy-time period success.
5. Feedback Mechanism: Frida must determine the most appropriate way to provide
feedback on Charlotte's overall performance. Should she be sincere, impartial, or
effective in her evaluation? How should she communicate these comments to the
relevant parties?

Solutions:

1. Separate Personal and Professional Roles: Frida should make it clear to both Charlotte
and her superiors that she takes her expert duties seriously. She should emphasize
assessing Charlotte's performance objectively and without bias.
2. Honest Feedback: While it may be uncomfortable, Frida has to provide sincere
comments to Charlotte concerning her underperformance. Constructive criticism can
assist Charlotte in identifying regions for improvement.

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 3. Discuss the Situation: Frida must have an open and candid verbal exchange with
Charlotte about the overall performance issues. They can talk about expectancies and
potential ways for Charlotte to enhance.
4. Communicate with the Review Committee: Frida should communicate her issues to the
assessment committee. It's vital to give a balanced view, highlighting each strengths and
weaknesses without bias.
5. Seek Input from Co-Workers: Frida can communicate with Charlotte's co-people in the
Industrials exercise to collect more statistics about Charlotte's performance. They may
provide treasured insights, and their reviews should deliver weight in the assessment
process.
6. Offer Remedial Steps: If Charlotte is open to remarks, Frida can assist her in creating a
list of remedial steps to cope with her shortcomings. This indicates a commitment to
supporting her buddy's expert improvement.
7. Balance Professional and Personal Relationships: Frida has to balance her non-public
and expert relationships with Charlotte. She can clarify that her professional exams are
independent of their friendship.
8. Plan for the Future: Frida must also recollect the way to take care of future conditions
where non-public and expert relationships would possibly intersect. Establishing clean
barriers can assist in avoiding comparable conflicts.

Case-2

The partner who didn't take part

Key Problems:

1. Silas' lack of engagement and interest: Mathius observes a marked shift in Silas'
behavior, as the senior partner and founder start to show little interest in the firm's
endeavors, particularly the spin-out of the furniture section. The success of the company
and the entire staff are impacted by this lack of participation.
2. A fear of confronting Silas about the matter The group is aware of Silas' extreme anger,
which manifests itself in computer throws, wall punches, and ranting. They are afraid to
confront Silas about his disinterest and how it affects the company.

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 3. Reliance on Silas for decision-making: As a junior associate, Mathius lacks the power
and expertise to decide on a matter without Silas's approval. However, because of Silas'
lack of interest, Mathius finds it difficult to get the guidance he needs to complete the
job successfully.
4. Possible talent loss: Several Principal Designers and Quality personnel are interviewing
with other organizations as a consequence of Silas' disinterest and the effect it has on the
company. This can cause the company to lose important talent and put its future in even
more jeopardy.

Solutions:

1. Seek counsel from other partners: Mathius can get in touch with the other principals for
assistance and direction, even if Jens, the other senior partner, is not accessible. Given
their more senior roles within the company, they could be more inclined to talk to Silas
about the problem.
2. Approach Silas with a plan: Mathius should develop a strategy to handle the firm's
issues and politely and constructively submit it to Silas before addressing the matter
with him. This strategy could help reduce some of the anxiety related to facing Silas.
3. Promote open communication within the team: Mathius can help the team members
develop a collaborative and open communication environment. They could feel more at
ease talking to Silas about their worries and coming up with answers if they use this
method.
4. Determine and resolve any personal concerns: Mathius ought to take into account the
potential that Silas's disengagement may be the result of personal troubles. In these
situations, giving Silas encouragement and empathy might help him get over these
obstacles and rediscover his enthusiasm for the company.

Case-3

The Questionable contributions

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Key Problems:

1. Negative Attitude and Communication Style: Sam’s relentless negative

attitude and critical tone are disrupting the team’s ethos and causing
dissatisfaction among her colleagues. Her feedback is perceived as criticism
rather than constructive input.
2. Difficulty in Collaborating and Building Relationships: Sam’s approach of
being blunt and dismissive towards her colleagues makes it challenging for
her to collaborate effectively and build positive relationships with the team.
3. Transition from Freelancer to Team Player: Sam’s transition from a
freelance graphic designer, where she worked independently and had
complete control, to a team member at Squared Circle has been difficult.
She struggles with adapting to the collaborative environment.
4. Considering Career Alternatives: Sam is tempted to quit and return to
freelancing due to her dissatisfaction with her current situation. There
might be better decisions for her long-term career goals.

Solutions:

1. Sam should adopt a more constructive and positive communication style.

Instead of simply pointing out flaws, she should provide solutions and
suggestions to improve the proposals. She should recognize her colleague's
strengths and contributions, even if she disagrees with some aspects of their
work.
2. Sam should try to build better working relationships with her colleagues.
This can be achieved through team-building activities, socializing outside
of work, and showing empathy and support for her teammates. She should

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 acknowledge the value of diverse perspectives and encourage open
discussion without undermining others.
3. Sam should embrace the team-based culture and understand that successful
teamwork often involves compromise and consensus. She can seek
mentorship or guidance from experienced team members to help her
navigate the transition and understand the agency’s expectations. She
should participate in training or workshops focused on team collaboration
and interpersonal skills.
4. Before making any hasty decisions, Sam should reflect on her career goals
and what she values in the workplace. She should have an open and honest
conversation with her superiors about her concerns and discuss potential
solutions for improving her role and relationships within the team.