PLEASE ANSWER THE QUESTION THEN RESPOND TO THE 2 DISCUSSIONS BELOW!!!
In a 200-250 word response, describe a conflict situation you have experienced in the workplace. Explain the impact that the communication process played in resolving or escalating the conflict? What was the resolution? If positive, how could you incorporate that conflict resolution style in your communications? If a negative result, what recommendation could you make to improve the communication process Use references to support your findings.
Respond to at least two of your fellow students’ posts with some suggestions or ideas of your own.
RESPOND TO NORA’S DISCUSSION BELOW:
I can remember having an aggressively verbally conflict with one of my co- workers on the job over workplace gossip. We did not talk to each other for a while after the altercation. The resolution occurred when we gradually forgave each other by putting our differences behind each other. Time heals all wounds some would say, especially if you have to work with that person in a team setting. I could have use a different method of response towards the accusations that the co- worker made against me in order to resolve the conflict with a peaceful demeanor. Choosing to respond in a positive way helps turn “a disadvantage into an advantage when responding to questions during the bargaining stage (Baack, 2012). This approach prevents the over expression of aggressive behavior and helps deescalate the situation. It is important to understand the full extent of the other side’s emotional prelude towards a matter; even if they are harboring compromising emotions based off false accusations. A positive response would help conflictions display mutual respect that would encourage positive active listening. Using active listening prevents each participant from not being able to get their point across in depth because of interruptions
Even though the conflict was eventually resolved, each side left the situation without fully resolving the negative emotions effectively using time management skills. It is better if the participates of a disagreement get over the offensive disagreement with an acceptable solution as soon as possible because it could affect job obligations and the communication styles on the job. According to Baack (2012), “Inaction or avoiding is withdrawal or remaining passive during the conflict.” (7.5 Conflict Resolution, para. 2) Taking action in a positive way to resolve a conflict will let the opposing know you are serious about resolving the matter in a mature manner using business communication.
References
Baack, D. (2012). Management communication [Electronic version].
RESPOND TO EDWARDS POST BELOW:
Within my previous organization at parks and recreation, the lower level workers had issues with the mid-level workers because of their lack of production. The mid-level employees felt that their years of experience within the company gave them a pass to be nonproductive by being on their smartphones all day playing games and watching movies. What’s even more bad is that the mid-level workers tried to boss around the lower level staff and that’s when conflict began. Dysfunctional conflicts include the destructive activities that hinder group or organizational performance (Amason, 1996, p. 7.4). Me and the other lower level workers decided to take a stance where were not going to perform all of work duties which resulted in customer complaints.
The upper level staff was in charge of making sure that mid and lower level employees worked in a team player atmosphere to get jobs done efficiently and effectively along with addressing any ongoing disputes. “Poor organizational communication can create dysfunctional conflicts. Quality communication systems assist in developing and resolving functional conflicts, and aid in avoiding many conflicts” (Baack, 2012, p. 7.4). Our superintendent had poor communication and leadership skills which resulted in him not monitoring our work tasks our speaking with us at the end of each day to make sure there were no issues as well as not listening to none of our complaints. The superintendent did not resolve the issue until the company started to lose profit which effected his position and then he took action by writing up the mid-level workers. The situation would have never got out hand if our superintendent would not have had a lack of willingness to listen to the lower level staff complaints.
References
Baack, D. (2012). Management communication [Electronic version]. Retrieved from https://content.ashford.edu/books/AUBUS600.12.2/sections/sec1.1 (Links to an external site.)
Within my previous organization at parks and recreation, the lower level workers had issues with the mid-level workers because of their lack of production. The mid-level employees felt that their years of experience within the company gave them a pass to be nonproductive by being on their smartphones all day playing games and watching movies. What’s even more bad is that the mid-level workers tried to boss around the lower level staff and that’s when conflict began. Dysfunctional conflicts include the destructive activities that hinder group or organizational performance (Amason, 1996, p. 7.4). Me and the other lower level workers decided to take a stance where were not going to perform all of work duties which resulted in customer complaints.
The upper level staff was in charge of making sure that mid and lower level employees worked in a team player atmosphere to get jobs done efficiently and effectively along with addressing any ongoing disputes. “Poor organizational communication can create dysfunctional conflicts. Quality communication systems assist in developing and resolving functional conflicts, and aid in avoiding many conflicts” (Baack, 2012, p. 7.4). Our superintendent had poor communication and leadership skills which resulted in him not monitoring our work tasks our speaking with us at the end of each day to make sure there were no issues as well as not listening to none of our complaints. The superintendent did not resolve the issue until the company started to lose profit which effected his position and then he took action by writing up the mid-level workers. The situation would have never got out hand if our superintendent would not have had a lack of willingness to listen to the lower level staff complaints.
References
Baack, D. (2012). Management communication [Electronic version]. Retrieved from https://content.ashford.edu/books/AUBUS600.12.2/sections/sec1.1 (Links to an external site.)
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