Conflict is part of human experience although its sound produces a lot of anxiety for many. It will exist for as long as there is work, workers, and a workplace. Just because it is universal does not mean that people can’t improve the way they can handle misunderstandings, disagreements, and struggles to understand each other. It usually results from the people who prove difficult to deal with (Grice, 1975). They are always associated with perceptions of opposing desires, goals, demands, and wants of the majority. From the chapter of interpersonal communication from McLean, Vijay is seen as the most difficult person to deal with in the Mumbai team.
Vijay has a problem with the strategy of listening without interrupting (Guffey, Mary & Dana, 2012). While on a phone call with Stefan, he says what he had to deliver but does not listen considerately to Stefan but instead, he interrupts by giving an additional statement, “...And yes I’ll talk to your staff today.” He added and ended the call before Stefan concluded. Whether he agreed is not also clear in his final statement. Another strategy is a clarification of the speaker’s intent (Geol, 2013).
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Everyone wants to know what’s coming, and dislike surprises. Vijay failed by just organizing a dinner without telling Stefan in advance, so he gets disappointed. He also hung up the call without concluding about the meeting’s subject. Thirdly, he cannot learn from experience (Guffey, Mary & Dana, 2012). According to HBR.org community, Stefan should not discuss the issue at dinner because the result would be negative while Vijay is a nuisance in the company. It is also written that Stefan should focus on the former’s goals and how to be achieved. His character is a burning issue which should change, but no one dares to tell him (Geol, 2013).
If I were Stefan, I would ask Vijay’s opinion on how the other employees could be treated for the long-term success of the company. From his response, in response to his feedback, I would point out the current problems that the employees face, including his disgusting character, address it together, and come out with a better solution. Communication is used for collaboration. I would use the face-saving strategy to protect his credibility and separate him from his behavior (Geol, 2013).
When responding to others, it’s good to be solution-focused. Agree on the specific problem and find options to meet both needs (Grice, 1975). Arthur does not only understand the challenge that Vijay poses to the employees but he also noted his earnings to the company, so he claims that the consultants should adapt his character. Also, it is right to speak directly to the person. For instance, Karthik saw it well that Stefan hits Vijay at the dinner so that the latter gains confidence before linking his character with the need for a better staff. Finally is to avoid the forum if it will worsen the situation (Grice, 1975).
References
Grice H. P. (1975). Logic and conversation. 1975, 41-58.
Goel, A. (2013). The Unmanageable Star Performer. Harvard business review , 91 (5), 141-145.
Gyffey, M.E., and Loewy, D., 2012. Essentials of business communication. Cengage Learning.
