Conflict Management

Conflict Management

CONFLICT MANAGEMENT 1

ConflictManagement

Roleof reputation,trust, and fairness

Reputationis an important aspect that should be considered in everynegotiation. In the case of Nikki and Michelle, reputation is shouldbe built by both parties so that the company can be trusted from theinside and outside. A good reputation enables the parties to besupported by relevant stakeholders in various aspects of theorganization. It creates a good public image and encourages a goodworking relationship between employees and the managers, and thecompany and outside stakeholders (Eunson,2007). Trust is also essential in enhancing a good relationship betweenvarious stakeholders in the organization. It also enables members ofthe organization to carry out their responsibilities successfullywith the right attitude to improve performance (Eunson,2007).If Michelle and Nikki agree on the issue of working shifts, a feelingof trust will be developed and Nikki can delegate duties to Michelleand trust her completely to perform her duties. Michelle will then beable to perform the duties positively with a good work engagement.Fairness is also important in this situation. If Michelle believesthat her shift was determined in her fair way, she will agree withthe decision and be willing to reschedule her personal activities tomeet the new changes.

Planto Rebuild the Relationship

Torebuild their relationship, Michelle and Nikki should follow a fewsteps. First, they should put all the agreements in writing so thatnone of them can break them. Secondly, they should meet with otheremployees and inform them about the agreement to enhance transparency(Eunson,2007).Michelle should tell other employees that she was emotional when shetalked badly about her supervisor, and try to restore the reputationof Nikki. Lastly, both parties should meet daily to monitor andreview relationship.

ReferencesList

Eunson,B. (2007). Conflictmanagement.Milton, Australia: John Wiley &amp Sons.


Conflict Management

Conflict Management

ConflictManagement

Nameof Institute

ConflictManagement

Ryanis a ‘newbie’ employee of the Advanced Laser Clinic, fresh fromthe training program in Farmington Hills while Gretchen has workedfor the clinic for a longer duration than Elizabeth Ryan. The clinicis faced with an uphill task of generating new sales which is theresponsibility of Elizabeth. However, there is a major problem at theclinic all emanating from Gretchen’s hygiene. Gulford complainedthat the reason the clinic is underperforming is based on the fact noclient wants to be attended by Gretchen due to her unhygieniclifestyle which has affected her professional life as well as theoperations of the clinic.

Toresolve this internal conflict between Gretchen and Gulford, theaspect of power differential plays a vital role because Ryan is ableto carefully and professionally assess the situation. Through thepower of her office and work title, Ryan is able to enforce conflictresolution measures and techniques to ensure that the cliniccontinues to generate more sales and attract more new customers.Elizabeth Ryan is the sales manager of Advanced Laser Clinics (ALCs).Below is a list of questions Ryan should ask Gretchen during theirconversation.

  • Can you briefly explain your professional relationship with Linda Gulford?

  • Is there professional competition/jealousy between you and Linda Gulford?

  • Can you tell me why clients rarely want to be served by you?

  • Why is it that almost all clients recommend for Linda than you?

  • If you could rate yourself based on professional hygiene how would you rate yourself?

Fromthe scenario, the first ethical situation would be to addressGretchen’s professional hygiene which is a menace at the clinic.This crisis can be resolved by quickly and swiftly by Ryan addressingthe issue with from a professional point of view so that Gretchendoes not take offense. Secondly, professional stalemate betweenGulford and Moore which could affect the clinic’s operations. Thiscan be turned into professional competition which can be healthy forthe clinic because the inflow of clients would be handled and serveddiligently. Lastly, enforce business friendly marketing techniques todraw new customers because referrals and word of mouth advertising isineffective due to Gretchen’s situation.

Inconclusion, within any professional or formal setting there is boundto be conflicts because people are different and unique in their ownunique way. Therefore, it is important for managers to enforceconflict resolution measures and tactics.

References

Retrievedfromhttp://faculty.darden.virginia.edu/clawsonj/COURSES/TACTICAL_LEADERSHIP/OB-886_AdvancedLaserClinics_A.pdf


Conflict Management

Conflict Management

CONFLICT MANAGEMENT 1

ConflictManagement

Roleof reputation,trust, and fairness

Reputationis an important aspect that should be considered in everynegotiation. In the case of Nikki and Michelle, reputation is shouldbe built by both parties so that the company can be trusted from theinside and outside. A good reputation enables the parties to besupported by relevant stakeholders in various aspects of theorganization. It creates a good public image and encourages a goodworking relationship between employees and the managers, and thecompany and outside stakeholders (Eunson,2007). Trust is also essential in enhancing a good relationship betweenvarious stakeholders in the organization. It also enables members ofthe organization to carry out their responsibilities successfullywith the right attitude to improve performance (Eunson,2007).If Michelle and Nikki agree on the issue of working shifts, a feelingof trust will be developed and Nikki can delegate duties to Michelleand trust her completely to perform her duties. Michelle will then beable to perform the duties positively with a good work engagement.Fairness is also important in this situation. If Michelle believesthat her shift was determined in her fair way, she will agree withthe decision and be willing to reschedule her personal activities tomeet the new changes.

Planto Rebuild the Relationship

Torebuild their relationship, Michelle and Nikki should follow a fewsteps. First, they should put all the agreements in writing so thatnone of them can break them. Secondly, they should meet with otheremployees and inform them about the agreement to enhance transparency(Eunson,2007).Michelle should tell other employees that she was emotional when shetalked badly about her supervisor, and try to restore the reputationof Nikki. Lastly, both parties should meet daily to monitor andreview relationship.

ReferencesList

Eunson,B. (2007). Conflictmanagement.Milton, Australia: John Wiley &amp Sons.