LDR 531 Week 4 conflict resolution storybooks
- Conflict Resolution
- Review three different Storybook
- Describe the strategy or strategies that our team would apply in the situations
- ¢A team member is being vague and trying to spin bad news to sound more positive, thereby making it harder for the team to actually approach and resolve the issue.
¢How could you encourage someone to continue to voice his or her opinion or to share an idea when you know she is hesitant to do so?
A team member is being vague and trying to spin bad news to sound more positive, thereby making it harder for the team to actually approach and resolve the issue.
- As a manager, it would be beneficial to go over to Todd’s work area and discuss face to face with Todd why he felt the need to shelter the team from the bad news. According to Middaugh 2013 “We are all more receptive to communication or signals delivered in a positive manner rather than negatively” (Middaugh, J. D. p 262). Todd has the personality to act positively in any given situation. Hence, Todd has used filtering to sound positive.
- As the manager, after understanding he cares for others emotions, the recommendation would be to be more straightforward with the bad news so that the team can actually do something about the company’s social media performance and help increase future results. In this situation, an email or telling Todd to focus on the point via email may make his even more nervous to express any news and can affect his ability to communicate the right message to team.
- Firstly, seeing his nervous physical gestures it would be proper to meet Todd personally, make him comfortable, and ask him in a friendly manner why he felt he should shelter how everyone feels.
- Secondly, would be to explain the importance of the company and its social media marketing.
- According to Middaugh 2013, “Understanding and appropriately filtering signal to noise ratio represent both an opportunity and a fundamental skill of the successful manager” (Middaugh, J. D. p 263). As the manager eliminating the noise of what everyone is signaling in the meeting and focusing to their primary communication barriers to deliver the proper approach to each individual can improve workplace environment and enhance any communication barrier.
How could you encourage someone to continue to voice his or her opinion or to share an idea when you know she is hesitant to do so?
- Clair used selective perception to understand what she wants to hear from Todd’s message is that no further changes need to be made to the strategy because she currently is involved with a new project and she did not want to overload her work with new ideas for the current social media results. Therefore, she congrats the teams and tries to end the meeting. As a manager the recommendation would be to meet Claire privately and reassure her that the team understands her workload and will assist if needed to back her up, encourage her to provide inputs to the current issue.
¢As a manager, how would you relay an important negative message with as little impact on your team as possible? Why would you choose this method?
¢What is the best way to handle gossip before it spreads?
¢How might you handle your team’s feelings after a negative situation has occurred that does not directly affect your team but affects others around them?
As a manager, how would you relay an important negative message with as little impact on your team as possible? Why would you choose this method?
- We would try to influence the moods of the team by being in a positive mood about the situation. The more positive the leader is about the situation the more cooperative the team will be (Robbins, 2013).
- Using the conflict management technique problem solving, have a face to face meeting with the team and open discussion to deliver the negative message (Robbins, 2013). This will allow the leader to address any questions on the spot. To limit the any gossip. We will then follow up with a email communicate.
What is the best way to handle gossip before it spreads?
- Open Discussion to address the gossip with the required individuals directly. The most disruptive conflicts (in this case gossip) are those that are never addressed directly (Robbins, 2013) .
- Act fast to confront the issue. A delay in action will allow the gossip to continue to spread and increase in impact (Saunders, 2006).
- Honestly address the issue (Saunders, 2006). This can be done by truthfully stating the reason for the company’s action and re-assure my team that they are not affected.
How might you handle your team’s feelings after a negative situation has occurred that does not directly affect your team but affects others around them?
- Based on AET(Affective events theory), employees react emotionally to things that happen to them at work and this reaction influences their job and performance and satisfaction (Robbins, 2013).
- AET is based on the affected individuals appraisals and interpretations of work related events (Basch, 1998). The team must be re-assured that the company is only taking actions necessary to survive, so other jobs can be saved.