Should we expect the owner of the company

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Reference no: EM133284652

Objective of the Breakout Activity

Read each scenario
Discuss possible solutions with your team members
Come up with a possible solution
Each team will submit their responses and present their ideas to the class

"Anytime you deal with people, you're going to have some sort of disagreement or conflict. Conflict in the workplace is an exercise in persuasion. Being able to problem solve and find the best solution for both sides."

Scenario 1

You get off on the wrong foot with a new co-worker.

They ask you for help responding to a customer inquiry, but you refuse to lend a hand because you are working on a tight deadline and don't want to waste time. There has been tension between you two ever since, and now you need their help on a project, but they're not being very responsive.

How do you recover?

Scenario 2

You're frustrated because your colleague in France keeps messaging you at 5am (your time). They send you seemingly urgent requests when you're sleeping or just waking up, and you're sick of being bombarded with 11 requests before you've even sat down at your desk. You get the vibe they don't like you very much and you don't know how to approach them.

What would you address the conflict?

Scenario 3

You got a promotion that your friend at work was also gunning for. Now things are awkward between you two. You definitely want to keep the friendship going, but they aren't even speaking to you outside of team meetings.

How would you handle this?

In-Class Discussion Questions:

What steps should I be taking to resolve conflicts at work?

What if the company you work for does not have an HR department? Should we expect the owner of the company to be the mediator? If so, are there tools he/she could reference when dealing with this type of situation?

How do I know when to escalate an issue with a co-worker?

What are some suggestions to implement when management refuses to address issues of conflict?

I feel like my team is always combating my ideas. How do I address this?

How does one approach a manager who is part of the conflict without being scared to bring up the issue?

As a manager, how can I help my team address conflict better?

Could you please talk about conflict resolution and remote/international teams who may have geographical and cultural differences?

How do you best approach a co-worker (same tenure) who's not doing their share of the work, while being respectful/not coming across as a manager/supervisor?

How do you think conflict can be an avenue for innovation?

Reference no: EM133284652

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