Chapter 12
Conflict and Negotiation
1. A fellow supervisor usually argues about an issue before arriving at a
decision. Knowing this is typical of this person’s behavior, how should you
handle your next confrontation?
It is a privilege to know that a fellow supervisor is looking for an argument. That
means I am ready to management the argument. I try Handle the situation before
the next confrontation. Due to I Know the difference between an argument and a
debate. The first step I have to answer with facts whenever possible. I tell him
We both want to do what is right for the company. If he agrees with you, then
disregards the you have agreed upon, then tell him that you will talk about it later
when he is in control of his emotions. As we know arguing Is never productive
then If the fellow supervisor doesn't get an argument to my response, he leaves
me.
2. One of your employees tells you that another employee has been harassing
him or her. What should you do?
I talk to the employee in private at the earliest opportunity, I Ask the employee to
tell me the whole story in his or her own words. I Listen with care; I take notes to
document the conversation thoroughly. and I tell to employee the company’s
policy protects you from about harassment. Then I start researching by following
the policy of confidential.
Activity 12-1
Based on what you learned in this chapter, identify the appropriate response to
these poor behaviors sometimes displayed by colleagues.
Poor Management Quality How to Deal with the Behavior
1. Uses foul language I tell him I'm annoyed by his language. And I ask him to
stop. AND I no longer associate with him because of his
inappropriate language. And if his language is offensive, I
will immediately report him to the human resources
department.
2. Steals company property I Immediately and confidentially report the behavior to the
Human Resource department.
3. Tells you to lie If the lie is minor, I do not care. But if it affects my
performance, I will document the incident and report it to the
human resources department, and if necessary, I will
request a transfer to another department.
4. Allows employees to harass other I by collecting evidence, Document what I have observe,
employees and report incidents to the Human Resource department.
5. Takes the credit for everyone else’s I continue to work well as before. but I document the work I
work have done. I Should talk directly to my boss and let them
know how I feel. If this happens again, I’m going to the
Human Resource.
Activity 12-2
You have a coworker who believes his ideas are always the best and will not
compromise. Applying each conflict management style, how would you respond?
Conflict Management Style Your Response
Forcing I try to communicate with him, because it does not make
sense that he will not compromise with me. and I offer
several solutions to the current situation.
Avoiding I should Ignore the fact that there is a compromise. I Choose
not to deal with the co-worker’s behavior to prevent the
issue escalating. It is not that important
Accommodating I have accepted my Colleague ideas without acknowledge
there was conflict.
Compromising We choose a solution, and that each of us must compromise
something to reach a solution.
Collaborating Workplace collaboration will keep us safe from extra load of
work as the work gets distributed evenly which allows us to
reach a solution without the need for compromise. We
Create a solution that we both can be satisfied with.