Assume
that you are an employee relations specialist in your company. The supervisor
who is responsible for this project comes to you asking for your advice for the
following issue.
Members
of the group have been assigned to different tasks while completing the overall
project. Ideally, all pieces of the puzzle will come together smoothly as they
are completed. Kelly is working some overtime to ensure that her piece of the
project is completed and to meet her deadlines. Donna is assigned to a
different piece of the project but does not reflect any sense of urgency. Kelly
does not appreciate the approach Donna is taking when attempting to work on her
tasks. Kelly is becoming quite frustrated that Donna is barely meeting her
personal deadlines.
Kelly
comes into work to find out that Donna is taking the weekend off for vacation.
Kelly is angry because she is already working overtime, and now she must cover
for Donna this weekend.
If
no one complains to you as the manager, how would you sense that a conflict is,
in fact, brewing? Who is the problem owner?
Discuss
problem ownership in which you address the following:
Is your own behavior causing the problem?
Is this a real issue?
What are the assumptions and are they true?
Is Donna aware of her own actions?
Prepare
a 1,050- to 1,400-word paper in which you address the following:
From an Employee Relations Specialist perspective, what recommendations do you
provide management?
What strategies would you suggest for this situation?
Would understanding problem ownership be helpful advice to give to management?
Why or why not?
Format
your paper consistent with APA guidelines.
Jim
recently accepted a position in the human resources department as an HR
specialist. In this new role, Jim is often the go-to person to help understand
and resolve various conflicts that become escalated in the workplace. He also
has the responsibility to recognize and make recommendations to avoid serious
conflicts from developing.
Jim
has been taking classes at the local college to gain some fresh ideas about
human resources and conflict management. He has enjoyed learning about the
management of conflict, and is aware of the many conflicts in various shapes
and forms around him. While Jim must deal with the issues that come to him, he
must also recognize the difference between minor and serious issues.
Jim
has learned a great deal, yet feels inadequate to deal with all of the issues
of conflict. Jim views his training experience as a new tool ready to try out.
However, he really has not had much time to reflect on what his classes have
taught him and what will be beneficial in the future.
Jim
decides to ask one of the instructors what he feels is the most important
lesson he will need as a conflict manager. The instructor suggests that Jim
decide on the important lessons himself and start taking notes. Jim identified
the following roles in his notes:
Encourages the collaboration of teams of individuals in conflict
Negotiates issues of concern between interested parties
Involves others in the mediation process to avoid or resolve
Demonstrates strategic approaches to tackling conflict
Makes decisions
Acts as consultant for the decision-making process
Accurately monitors performance management
Encourages employees to seek out other endeavors or opportunities
Delegates tasks
Makes joint decisions
Prepare
a 1,050- to 1,400-word paper in which you compare and contrast the tasks
involved with each role, and the specific skills required as they relate to
each role. Evaluate how behaviors, traits, and characteristics reflect on an
effective conflict manager. Indicate why you feel each skill is significant to
the success of each role. Differentiate how power-based, rights-based, and
interest-based approaches to conflict management affect each role and the
desired outcome in the workplace.
Format
your paper consistent with APA guidelines.
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