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Several individuals have shared concerns regarding Mike's strategies and influences, which are issue-focused personal differences
. They haven't thought about criticizing Mike's personality, just how he interacts with other people. They feel he is too assertive.
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People-focused role incompatibility
: despite the fact that Dan initially believed that Mike would be the ideal candidate for the position he was given, there are now some concerns regarding his performance in the office. Mike is viewed as unsuitable for his position.
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Environmental stress that is people focused
. Since Dan hired Mike, all other employees have experienced workplace stress. They feel like they are not seen or heard in his company because he frequently acts as an invalidating coworker.
7.2. What approaches to conflict management are used by the actors in this situation? How
effective is each?
Mike is acting assertively
and coercing and forcing others into doing things his way. Since the employees only perceive Mike as a pushy coworker with an ego, it has not been particularly effective in this instance. They don't know that Mike was given permission to run things the way he wants, but Mike sees nothing wrong with what he does. Since the beginning, Dan has avoided
the concerns of others regarding Mike. At the first meeting, he asked for opinions; despite the employees' clear concerns being supported by facts, he ignored them and pursued Mike. Dan is attempting to work with Mike to come to an office-friendly compromise now that he has realized
he made a mistake.
7.3. Based on the behavioral guidelines for the collaborative approach, how could Dan have
managed this conflict more effectively?
When Dan first made the hiring suggestion for Mike and held the meeting with his peers, no one agreed with him. Dan should have taken this as his first clue and given Mike more thought before accepting it and hiring him. Dan should have remembered his job objectives and goals, which is another approach he could have taken. By hiring Mike and allowing him to disregard the company's viewpoints, he damaged this business's records. He could have held a meeting to discuss the company values that he wanted Mike to uphold rather than granting him complete freedom to be as flexible as he pleases.
Implementation Plan: Based upon the above responses, identify the
components of an implementation plan for improvement.
Dan seemed to be trying to reach a consensus on how to appease Mike without offending the rest
of the office. Although the motion did not reach Mike, Dan did the right thing by attempting to work together with Mike to reach a compromise whereby Mike would not only remain but also behave more appropriately.
There was not any negative communication between the group although we had different views on some of the questions. For instance, on question 7.1 a group member felt that the employees were not being open to Mike’s strategies and were not wanting to be reluctant to the changes and
not knowing that Mike was given permission to run things as he saw fit. Another group member also felt that Dan was not really trying to see or hear Mike’s point of view of the situation, but
