Mr. Dragon Quality Assurance Specialist
Mr. Dragon's notable lack of competence raises concerns based on the fact that he is expected to supersede his impressive resume. Although the twelve months’ probation period offered the employee, he has failed to depict productivity and effectiveness in his role during the first six months and hence the need for termination when compromise fails. The corporate world is governed by rules and regulations which ensure its sustainability and effectiveness in their specific industries. This particular organization further invokes a one year probation period within which a new employee is evaluated for competence as the lack of it may lead to termination.
In this case, this text supports the use of the competition strategy, which involves a superior party leveraging their power to employ ill will (Day, 2015). The agreement, in this case, would mean the termination of Mr. Dragon from his role if he fails to improve on productivity and efficiency within the following three months. This would mean advising the employee to improve and show competence based on the fact that laying him off is the most appropriate conflict resolution strategy. This further maximizes a leader's effectiveness as other employees are then forced to display competence, productivity, and commitment to avoid the risk of termination.
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Mr. Paul Rubens
Research suggests that a supervisory manager is tasked with several duties such as ensuring employee effectiveness and productivity (Folger, Poole & Stutman, 2017). Similarly, the manager's other responsibilities include sponsoring, coaching, and counseling his employees to improve performance and ensure an overall conducive working environment for all. Despite the exceeding production goals and top-notch safety practices among the employees, Mr. Paul Rubens' popularity and unproductivity are disconcerting. This text thus recommends the incorporation of avoidance and collaboration conflict resolution strategies as both will prove efficient and useful.
Based on Mr. Ruebens' experience and popularity, ignoring his behavior while consequently counseling the team regarding the significance of competence during working hours and hence engaging a collaborative situation will ensure effective communication despite the indirect approach towards the issue. Counseling Mr. Ruebens individually may be considered age discrimination based on the fact that the team is productive and efficient while consequently maximizing safety measures while working. Counseling the group as a collective entity and engaging them in the decision making process with regards to maintaining professionalism while working will effectively resolve the conflict.
Julie and Judy
Businesses experience employee conflicts due to differences in personality, lifestyles, or opinions. Identifying efficient ways to resolve such disputes as a manager is key to ensuring suitable working environments which facilitate excellent customer service. Julie and Judy's case involves two colleagues working at the front desk with notable friction between them. This has affected the working environment and prevailed in such ways that the customer service is faulty and demanding. To resolve the issues of the uncomfortable working situations, a manager is tasked with the duty of understanding the nature of the conflict and advising the concerned individuals to solve the problem themselves.
However, in the cases that this proves difficult, the manager can mediate the conflict by offering compromise as a solution that will ensure a mutually beneficial agreement between Julie and Judy. This strategy is useful in situations where parties involved hold equal power hence the appropriateness of compromise. This leads to a mutual understanding and acceptance of the other party's position and therefore, accept disagreements respectfully and accordingly, amicable solutions. While this may fail to resolve behavioral conflicts, it is essential as it uses a professional appearance which is required in an organizational setting.
Mr. Nick Nixon-Corruption
Scholars affirm that an employee's response to cases of corruption in the workplace reveals their management and leadership skills. Mr. Nick Nixon, the Deputy Environmental Manager, has admitted to corruption after a confrontation with the incriminating evidence. However, a challenge arises when he accuses the boss, Mr. Harvey Wallbanger, similarly participates in high profile corruption cases while taking commissions from instances of corruption within the company. Research by Prause and Mujtaba (2015) suggests that when an individual willingly engages in fraudulent activities such as corruption, the latter is considered a criminal act.
Conducting investigations regarding the alleged incompetence of Mr. Harvey is crucial as it will form a guideline for determining the next step. Consequently, Mr. Nixon's notable inadequacy demands termination as such misconduct is unacceptable in the workplace setting. This text advocates for the use of competition as a conflict management strategy as it involves severe cases of misconduct and incompetence. Mr. Harvey's case may prove difficult if investigations reveal he is guilty of corruption and therefore, the need to include a third party in the situation.
References
Day, G. E. (2015). Successfully managing conflict. Leading and Managing Health Services: An Australasian Perspective , 273.
Folger, J., Poole, M. S., & Stutman, R. K. (2017). Working through conflict: Strategies for relationships, groups, and organizations . Routledge.
Prause, D., & Mujtaba, B. G. (2015). Conflict management practices for diverse workplaces. Journal of Business Studies Quarterly , 6 (3), 13.
