Updated
Version S07 /
abbreviated, preliminary Recommendations added 3/23/07
TEAM ANALYSIS
GROUPINGS:
S07-1
work: Dave P. / Frank
A. / Joely M. /
Alecia P. / Jeff W.
n.a. for this
semester:S05-2 wk/C-frnd: Jordan B / TJ /
Veronika G.
S07-3 frnd/Fam: Rec Amanda S. / Ray G.
/ Philip M. / Kristyn O.
n.a. for this
semester::S05-4a
& b C-frnd: Anish K / CJ
/ Tre
S07-5 FRND: Rec Chris B. /
Matt B. /
Kirsten F. / Matt S.
/
S07-6 C-frnd/rom:
Rec Cynthia D. / Josh
F. /
Steve M. / Amanda
D.
S07-7 rom: Rec Erin B. / Kris C. /
Ashley H. / Ryan O. / Chris S.
S05-8* wrk2: “Negotiating
workplace landmines” EXTRA CREDIT
=================================================================
Several interesting cases were received
but all could not be included for this activity.
The
team discussions & debriefings will occur in class throughout the next 2-3
weeks. Some hard copies of these case studies MAY be distributed in class, but, more likely, you should
prepare yourself by being familiar with your specific case study as indicated
above. The case studies themselves
begin below on page 2. Either
scroll down or use the links above. The analysis & debriefing
procedures are repeated at the end of this document. We will proceed through
the analysis & debriefing steps of the activity as far as we can get by the
end of the semester--amidst the Mini Project Reports.
S07-1w {NOTE: names & some details have been changed
&/or paraphrased to preserve anonymity}
●From writer’s
perspective, the Level/Type of this relationship is :_ CHOICE_ ● Writer’s label
for the type of conflict (out of Psuedo,
Simple, or Ego): _
SIMPLE_ but believes other party would say EGO ● Writer’s label
for the conflict (out of constructive
or destructive): _ CONSTRUCTIVE ● Writer’s highest
score for personal Conflict Style: “Identifying your Conflict Management
Style”- pp. 232-3 ●
Summary of the problem/ the writer’s analysis/ the goals: I
recently had a conflict with the Faculty Advisor to a student group to
which I belong. The disagreement was
brought about by my suggesting a merit-based application process of
selecting member students to attend various organizational events. Previously attendees were chosen by the
adviser on an ad-hoc, last minute basis. To
put the new system in place in as fair a way as possible, I requested input
from members with the adviser present.
All were in agreement that those interested in representing the
group off campus should have an opportunity to apply via an essay. It
seemed that conflict was avoided and that an organized procedure had been
put in place. However, the adviser
saw this as a threat to her influence and standing within the group and
worked to undermine the procedure.
Sadly, due to the adviser's behavior, the desired changes didn't
take place, open communication lost to underhandedness, and bad feelings
abound. HOW CAN THIS CONFLICT BE MANAGED (RESOLVED) NOW ??? Also consider: how much does the power
differential influence the way(s)
this conflict can be resolved? Also consider: has/could the type of
conflict evolve(d) into as additional type? Should there be any direct
(i.e. metacommunicational discussion? Also consider: Is there something unusual
about the writer’s scores & rankings on conflict management style?
AVOIDING / COMPETING_3 /
ACCOMMODATING / COMPROMISING _3_ /
COLLABORATING -
Team’s C.M. Recommendations [ based on material in Chaps 8, 9,
10, 11, 12 (4e)]: (continue onto back if necessary) ● ● ● ●
S05-2 wk/ C-frnd {NOTE: names & some details have been
changed &/or paraphrased to preserve anonymity}
●From writer’s
perspective, what is the
Level/Type of this relationship:_ CLOSE FRIEND/ INTIMATE / CHOICE ● Writer’s label
for the type of conflict ( Psuedo,
Simple, or Ego): _ PSUEDO ● Writer’s label
for the conflict (constructive
or destructive): _ ________________(was left
blank) ● Writer’s highest
score for personal Conflict Style: “Identifying your Conflict Management
Style”- pp. 232-3 ● Summary of the problem/ the writer’s analysis/
the goals: Over the summer my best friend
was looking for work for the season and I was previously working at a
construction company as head of employees.
Since he was looking for a job, I decided to help my good friend out and
give him job to help him get on his feet.
Everything was going fine for the first month or so until he started
missing work for no reason without calling or respecting me at all. He thought that because we were best
friends he could use me and not call in if he would not be arriving. I was very angry at the situation
and could not believe that he would do this thing to me. I really just
yelled at him and did not care about what he thought. I really did not give
him the chance to explain himself because I knew he was just being lazy. I
almost was on the verge or firing him and did not talk to him for weeks.
There was definitely more that I could have done to understand the
situation better. I did not care about his situation
or why he kept missing work.
Also, I didn’t pay much
attention to the non-verbal cues he was giving me, although he was not talking and seemed sad at work;
it could have been something else that was wrong. There were many things I could have done
to make it better and maybe not run into the situation ever again. HOW
COULD THIS CONFLICT HAVE BEEN MANAGED (RESOLVED) EARLIER/MORE EASILY ???
How can similar conflicts between these 2 people be managed in the
future??? Also
consider: are there additional
sources/types of conflict and additional CM styles operating here? HOW SHOULD THIS CONFLICT
BE MANAGED (RESOLVED) THE
NEXT TIME IT COMES UP ??? Also consider: are there additional sources/types of
conflict and additional CM styles operating here?
AVOIDING / COMPETING /
ACCOMMODATING / COMPROMISING _3_ / COLLABORATING
<Conflict
& Relationships>
Together with your partner(s), complete these steps as you analyze the conflict case study that has been given to you. There is also a possibility that you & your partner(s) will get to orally summarize your process & conflict management recommendations. (Beebe,3e)
Team’s C.M. Recommendations [ based on material in Chaps 8, 9,
10, 11, 12 (4e)]: (continue onto back if necessary) ● Realize that EGO-conflict exists as well (Friend/Employer
feels taken advantage of). Utilize anger defusing techniques such as
breathing, avoiding name calling & emotional overstatements, etc. ● Friend/Employer should plan message before speaking to
Friend/Employee. ● During the face-to-face conflict management encounter, manage
the information by DESCRIBING the conflict profucing
events & by using effective & empathic listening skills. ●
S07-3 frnd/fam {NOTE: names & some
details have been changed &/or paraphrased to preserve anonymity}
●From writer’s
perspective, what is the
Level/Type of this relationship:_SIMPLE (sic) ● Writer’s label
for the conflict (constructive
or destructive): _ CONSTRUCTIVE ● Writer’s highest
score for personal Conflict Style: “Identifying your Conflict Management
Style”- pp. 232-3 ● Summary
of the problem/ the writer’s analysis/ the goals: My
relationship issue was with my brother James. He is my brother and we have always been
very close because we have grown up together and spent so much time with
each other. My conflict started with him as we got older and we both
started to change. He became a much more disciplined focused person and I
became a free-wheeling, I-want-to-have-fun person. This started a rift in
our relationship as he wanted me to be more focused in school and in life.
This was the start of a simple conflict. My strategy when this conflict
started was to totally ignore my brother and not listen to anything he had
to say with regards to anything. I ignored any wisdom he tried to give me
in any facet of life even though I knew he had of a lot of vital advice. I
thought my brother was trying to control me in a way , but what he was
trying to do was help me be focused and successful in my everyday life.
Over the last couple of months I know I would like to improve our
relationship and be great friends again. HOW COULD THIS
CONFLICT HAVE BEEN MANAGED (RESOLVED) EARLIER/MORE EASILY ??? How can similar conflicts between
these 2 people be managed in the future??? Also
consider: are there additional
sources/types of conflict and additional CM styles operating here? Also consider: Is there something unusual
about the writer’s scores & rankings on conflict management style?
● Writer’s label
for the type of conflict (Psuedo, Simple, or
Ego): _ PSUEDO AVOIDING _4_
/ COMPETING_5_
/
ACCOMMODATING
/ COMPROMISING /
COLLABORATING
Team’s C.M. Recommendations [ based on material in Chaps 8, 9,
10, 11, 12 (4e)]: (continue onto back if necessary) ● Handling emotions:
Make a conscious decision about being willing to express your desire to
rebuild the relationship. ● Select a mutually
acceptable time & place to discuss the conflict. ● Think/Check on what your brother has told you; think of his
intentions. Be sure to realize he
was not trying to be controlling. ● Use a “win-win” strategy & discuss tiyr priorities in
order to make tradeoffs on different issues
( i.e. collaborate so that together you can come
up with changes &/or concessions that are mutually satisfactory + Dr.
Plummer’s paraphrase )
S05-4a & b {NOTE:
names & some details have been changed &/or paraphrased to preserve
anonymity}
a
- ●From
writer’s perspective, what is the Level/Type of
this relationship:_ CLOSE FRIEND___ ●
Writer’s label
for the type of conflict as Psuedo, Simple, or Ego: _ PSUEDO___ ● Writer’s label
for the conflict as constructive or destructive: _ CONSTRUCTIVE ● Writer’s highest
score for personal Conflict Style: “Identifying your Conflict Management
Style”- pp. 232-3 AVOIDING _ My
freshman year of college, I met a person, who has grown to be one of my
best friends. The conflict that we have, deals mostly with his attitude and
the way that he deals with other people. This friend has a difficult time
having relationships because he has an extremely negative outlook on life.
For instance: He has a girlfriend with admitted jealousy issues, who talks
to other people (in a romantic sense) and mentally abuses him. Yet, he
stays with her. It’s been my assumption that the person in question (lets
call him, “Rob”) enjoys being miserable. Every time you speak to this
person, there is negativity and pessimism. Conflict arises frequently about
this person’s behavior and his relationships with those close to him.
Obviously, it will arise again, and I am not sure as to how to deal with
it. HOW CAN THIS CONFLICT BE
MANAGED (RESOLVED) NOW
& IN THE FUTURE ??? Also
consider: Is the writer of the case
study experiencing any “perception barriers”? ------------------------------------------------------------------------------------- b ●From
writer’s perspective, what is the Level/Type of
this relationship:_ SYMMETRIC _____ ●
Writer’s label
for the type of conflict as Psuedo, Simple, or Ego: _ SIMPLE___ ● Writer’s label
for the conflict as constructive or destructive: _
DESTRUCTIVE
● Writer’s highest
score for personal Conflict Style: “Identifying your Conflict Management
Style”- pp. 232-3 ● Summary of the problem/ the writer’s
analysis/ the goals: I had a conflict with one of my friends few months ago. It was simple conflict because it came
from different ideas, definitions, perceptions, and goals. We were just too different. Our way of looking at life, our goals,
and our ideas were totally different from each other. I don’t agree when someone says that
opposite attracts. I like to be with
someone who has same ideas and goals as me.
I called her up one day to discuss what was going on and then I
suggested that we shouldn’t spend time together anymore. She didn’t know what to do but then she
agreed with me. The reason of
conflict wasn’t because we didn’t like each other, but it was because we
were arguing over everything. So I
decided that before we start to hate each, we should just stop talking to
each other. I don’t want to hate her
or I don’t want her to hate me. If I
was in that situation after reading this chapter I probably would have
handled the situation differently. HOW CAN THIS CONFLICT BE
MANAGED (RESOLVED) NOW
& IN THE FUTURE ??? Also
consider: Is the writer of the case
study experiencing any “perception barriers”?
● Summary of the problem/ the writer’s
analysis/ the goals:
AVOIDING
/ COMPETING /
ACCOMMODATING / COMPROMISING /
COLLABORATING _4_
Team’s C.M. Recommendations [ based on material in Chaps 8, 9,
10, 11, 12 (4e)]: (continue onto back if necessary) ● 4a – First
of all work to understand WHY you
are angry at your friend. ( Dr.
Plummer’s annotation: Often our reactions are more about what is going on
inside of us than it is about the
friend’s behavior itself) Of course utilize anger defusing techniques such as avoiding
personal attacks, avoiding name
calling & emotional overstatements, etc. ● 4a – Take
each conflict-inducing situation separately. Describe & Resolve it in
an objective way. ● 4b – More
EMPATHY & OTHER-ORIENTATION are needed on the part of the author of the
case study. ● 4b - Realize
some conflicts are unresolvable &separation may be necessary.
S07-5 FRND {NOTE: names & some details have
been changed &/or paraphrased to
preserve anonymity}
●From
writer’s perspective, what is the Level/Type of
this relationship:_ none given_____ ● Writer’s label
for the type of conflict (Psuedo,
Simple, or Ego): _ none
given_ ● Writer’s label
for the conflict (constructive
or destructive): _ non given ● Writer’s highest
score for personal Conflict Style: “Identifying your Conflict Management
Style”- pp. 232-3 ● Summary
of the problem/ the writer’s analysis/ the goals: A recent conflict I had with a friend had to do with St.
Patrick’s Day. My one friend was
having a party for St. Patrick’s Day and I told him I would definitely come
to his house for the party. A few
days later I found out that one of my other friends was having a party as
well and I told her that I would stop by.
I told my one friend who was originally having a party that I was
going to go to this girl’s house on St. Patrick’ Day. My guy friend thought I was not coming to
his house at all, so he got upset with me.
In reality it was a misunderstanding and what I meant was that I
would only be going to this girl’s house for an hour or two. After I left her house I would come to my
friend’s party for the rest of the night. This type of
conflict is initially a pseudoconflict—which could be resaolved through
“managing the information”. Alternatively,
I also could have used accommodation and just given in to my friend
and only gone to his party. I also
could have used avoidance, and gone to the girl’s party and then go on to
my friend’s house, where he would realize anyway that we had a
misunderstanding. HOW COULD THIS
CONFLICT HAVE BEEN MANAGED (RESOLVED) EARLIER/MORE EASILY ??? How can similar conflicts between
these 2 people be managed in the future??? Also
consider: are there additional
sources/types of conflict and additional CM styles operating here?—i.e. What are the advantages &
disadvantages for each of these 3 possible resolutions. Considering the
writer’s IMPLIED perspectives, scores & rankings which resolution is
likely the” best”?
AVOIDING /
COMPETING / ACCOMMODATING /
COMPROMISING __ / COLLABORATING
Team’s C.M. Recommendations [ based on material in Chaps 8, 9,
10, 11, 12 (4e)]: (continue onto back if necessary) ● Both friends should paraphrase each other utterances to
avoid confusion. ● The guy friend ( throwing the party) should be more supportive instead of being
defensive, ● The guy friend needs to manage his emotions better in order
to approach conflicts in ways that aew more level headed & mature. ● Because this misunderstanding was so easily & obviously avoidable, the team & Dr. Plummer surmised that
something else might be going on beneath the surface: There is a power
struggle going on between the 2
friends which they need to address & discuss
S07-6 C-Frnd/Rom
{NOTE:
names & some details have been changed &/or paraphrased to preserve
anonymity}
●From writer’s
perspective, what is the
Level/Type of this relationship:_ ROMANTIC/SYMMETRIC
_____ ● Writer’s label
for the type of conflict (Psuedo,
Simple, or Ego): _ SIMPLE ● Writer’s label
for the conflict as (constructive
or destructive): _
DESTRUCTIVE ● Writer’s highest
score for personal Conflict Style: “Identifying your Conflict Management
Style”- pp. 232-3 ● Summary
of the problem/ the writer’s analysis/ the goals: My conflict involves my girlfriend and
me. We have been going out for five years, and we have a pretty
strong relationship. A recent conflict involves a conversation about going
to the mall. She asked me to go to the mall with her to buy some clothes. I
said okay, but did not really want to go. Already in a bad mood, from other
things going on, I went to the mall with her. We went to a few stores, and
I was bored, and did not feel like being there. She realized this and
became angry with me. I then started to get mad too. We yelled at each
other for a little bit. I handled the conflict improperly,
using the competition conflict management style. I stressed winning
a conflict at the expense of my girlfriend. I was negative in my mood,
which led to a negative encounter with her. The
conflict escalated as time went on. HOW CAN THIS CONFLICT BE
MANAGED (RESOLVED) NOW
??? How can similar
conflicts between these 2 people be managed in the future??? Also consider: are there additional sources/types of
conflict and additional CM styles operating here? Also consider: Do you notice something that seems
strange about the writer’s listed
scores & the actual behaviors in the situation How do you
explain this disparity?
AVOIDING /
COMPETING / ACCOMMODATING /
COMPROMISING _4_ /
COLLABORATING _3_
Team’s (“Senioritis”)
C.M. Recommendations [ based on material in Chaps 8, 9, 10, 11, 12 (4e)]: (continue onto
back if necessary) -------------------------------------------------------------------------------------------------------------------------------------------------------------- ● Realize that this is destructive conflict. ● Note where your respective goals overlap ( whatever their
individual motives, both
decided to go to the mall & have a good time ) & where they
diverge ( the boyfriend didn’t really want to go
& the girlfriend really did – which is where the conflict arose ) ● Realize that the aggressive communication styles led to
Competitive conflict styles . Another aspect of the communication
problem was “deception by omission” ● Compromise: Now &
in the future, be honest from the start / Also, control anger: talk to her
calmly.
S07-7 rom {NOTE: names &
some details have been changed &/or paraphrased to preserve anonymity}
●From writer’s
perspective, what is the
Level/Type of this relationship:_
CHOICE_____ ● Writer’s label
for the type of conflict (Psuedo,
Simple, or Ego): _
SIMPLE_ ● Writer’s label
for the conflict (constructive
or destructive): _ DESTRUCTIVE ● Writer’s highest
score for personal Conflict Style: “Identifying your Conflict Management
Style”- pp. 232-3 ● Summary
of the problem/ the writer’s analysis/ the goals: Last August I went on a cruise with
my ex-girlfriend. Everything started
off great, we were happy and having fun.
After two days of being with each other 24 hours a day, I started to
notice that things were not going as well as they were before. We started having little arguments about
lots of small insignificant things.
Being a very easy going and laid back person, I mostly let all of
those arguments just “roll off of my back” and tried to have a good time on
my vacation. As we were getting to
the first island, we were trying to figure out which of the many activities
we were going to do once we got there.
Of course, we had different views and she did not even want to hear
what I wanted to do when we got to the island. This forceful attitude really got me mad
but since I am known for avoiding conflict and being very accommodating to
others I decided not to make a big deal about it because I was on vacation
and did not want to fight. I think
that was the turning point in my relationship with her and is probably why
we are not together anymore (I just hate to be bossed around). I think this was a simple conflict
because we had different goals and ideas when it came to what we were going
to do and where our relationship was going.
I am sure that lots of things could have been done differently to
resolve this and all of our other conflicts but that relationship was just
doomed. I know that I could have
talked about my feelings towards her bossiness and I could have tried
harder to try to make the relationship work for her but I do not think we
were as compatible as we once were. HOW COULD THIS
CONFLICT HAVE BEEN MANAGED (RESOLVED) EARLIER/MORE EASILY ??? [If they
had stayed together}How should
similar conflicts between these 2 people have been managed in the future??? Also consider: are there additional sources/types of
conflict and additional CM styles operating here?— are there any “real”
advantages to the AVOIDANCE style?
AVOIDING /
COMPETING
/ ACCOMMODATING _4_ / COMPROMISING / COLLABORATING - 3
Team’s C.M. Recommendations [ based on material in Chaps 8, 9,
10, 11, 12 (4e)]: (continue onto back if necessary) ● He should have
voiced his opinion sooner. ( Avoiding conflict
doesn’t make it go away. Also, if you have “taught” her to expect that you
will accommodate & go along, it stands to reason that she would make
the relationship more complimentary by
being bossy) .--Dr. Plummer’s annotatioan) ● They could have talked & found an activity they both
enjoyed ● She should give up some of the control ( that he has given her- ) & be more understanding, Put herself
in his place & try to to dominate. ● It this was a problem it should have been worked out before
the trip. ●
S05-8* wk2
{NOTE: names & some details have been changed &/or paraphrased
to preserve anonymity}
This is a special 2-part case study opportunity for
individuals, only. If interested in submitting for extra credit, you should
apply all the same chapters & the same principles of Conflict Management for
each of these cases as well as devise some “universal” or synthesized insights
on interpersonal dynamics in the (western culture) workplace.
Case
#1: “Negotiating
workplace landmines” ●From writer’s perspective,
what is the Level/Type of this relationship:_ ACQUAINTANCE/EMPLOYER_____ ● Writer’s label for the type of conflict (Psuedo, Simple, or Ego): _
EGO_ ● Writer’s label for the conflict (constructive or
destructive): _ DESTRUCTIVE ● Writer’s highest score for personal Conflict
Style: “Identifying your Conflict Management Style”- pp.
232-3 At the studio where I work, my boss and I had
a conflict because I was reprimanded for being late to work. This conflict
was originally a pseudo conflict; however as time passed, it became an ego
conflict. I felt personally attacked because she knew it was snowing and I
was coming from ----------------------------------------------------------------------------------- Case
#2 “Negotiating
workplace landmines” ●From writer’s perspective,
what is the Level/Type of this relationship:_ WORKPLACE / ROLE RELATIONSHIP ● Writer’s label for the type of conflict (Psuedo, Simple, or Ego): _ SIMPLE_ ● Writer’s label for the conflict (constructive or
destructive): _ CONSTRUCTIVE ● Writer’s highest score for personal Conflict
Style: “Identifying your Conflict Management Style”- pp. 232-3 ● Summary of the problem/ the writer’s
analysis/ the goals: This summer I
was given the opportunity to work at a plant that manufactures brakes for
commercial trucks called Jacobs Vehicle Systems. I was able to obtain this
position at Jake Brakes because my Uncle was an employee and they needed
summer help. My employment required me to be responsible to maintain a good
reputation for myself and my Uncle (who had gotten me the job) because if I
did anything wrong it could affect how others viewed him. So during my
employment I worked hard first, in order to maintain our reputation and
secondly, because of the excellent pay. The
conflict arose when another summer employee and I were working hard one day
and completing every task that our manager John gave us. We thought we were
doing a fine job and John, even stated that he was proud of us. But then an
older employee (we’ll call him Bill) came up to us and told us to slow down
our pace and stop doing so much work. We were stunned by his comment
because why would he tell us to stop working hard. We did not comply with
his request and then he yelled at us along with other people in that
department and again stated that we should stop doing so much work. I became mad,
confused and frustrated because I did not know who to side with. I want to
get the task completed because I wanted to make John pleased by my work.
But I also did not want to mess up any relationships with the other workers
because they were the ones who assisted me if I had any problems. They also had the power to influence John
because of how long they had been employed there, so if they wanted to make
up lies about me they could and the John would be influenced by it. I handled this
conflict by compromising with the workers’ demand. I slowed down my work
pace but only enough so that I could complete tasks so that the other
employees would not become angry at me.
I later found out that Bill told us to stop working so fast because
everyone in that department was older and did not like to work at a fast
pace. They stated to us that by doing so much work the managers would
expect more from them and this would make them look bad. They also stated
by working so fast it prevent them from
receiving the overtime that they wanted. I felt stuck in between the interests of
John and my Uncle and the interests of the other workers who had families
to support. Your C.M. Recommendations [ based on
material in Chaps 8, 9, 10, 11, 12 (4e)]: (continue onto back if necessary) ● ● ● ●
AVOIDING / COMPETING_3_ /
ACCOMMODATING
/
COMPROMISING / COLLABORATING _4_● Summary
of the problem/ the writer’s analysis/ the goals:
AVOIDING / COMPETING
/
ACCOMMODATING / COMPROMISING / COLLABORATING _4_
<Conflict
& Relationships>
1st: Analyze the situation
in the case study via this 4 step process:
- using the original write-up
-
using applicable items from pp. 223-236 (some of these items have already been broached
on the case study sheet.)
- using applicable items studied previously this semester such as perception, culture
- using the “relationship challenges/dark sides” from pp. 316-333
2nd: Determine
where the parties’ goals overlap & where they diverge.
3rd: consider the
parties’ respective conflict management styles .
4th: as a team,
make specific recommendations about…
Ø
How the parties can/should
handle emotions (p.240-243)
Ø
How the parties
can/should manage information (p.243-5)
Ø
How the
parties can/should be “other-oriented” ( p.242 & 245-6)
Ø
How the
parties can/should use negotiation
strategies(p.237-9)
5th: submit all
worksheets & notes
Team’s C.M. Recommendations [ based
on Chap 8, 9, 10, 11, 12 (4e)]: (continue
onto back if necessary) Case = _________________________________________________ Team =
___________________________________________ ● ● ● ●
Conflict
& Relationships – the Debrief
activity
#3
Pre-session:
As a
team, look at my Annotations &/or
summaries to your recommendations page.
If I were sitting in on your debrief
sessions, these are the questions
I would ask &/or emphases I would add.
Step one:
In no
more than 5
minutes, as a team, orally summarize your
case & your
reasoning to the
other team(s)
Things
to highlight:
Ø key items in the case study that
particularly influenced your analysis &
recommendations [ e.g. presence of anger,
personal CM style, level of relationship. Power dimensions]
Ø key Chapter 8 concepts that are particularly relevant
to this case [ e,g, simple conflict
vs ego
conflict, assertive vs aggressive]
Ø your 3-4 specific recommendations with a
brief rationale for each [ e.g. if you
recommend a
“ mutually acceptable location” – explain that’s because the competitive
symmetrical tendencies in the relationship
would benefit from neutral ground
which may diffuse the evident power
struggles ]
Step two:
the other team should listen
critically & evaluate the quality of
the
recommendations that you hear. Play “devil’s advocate” . challenge
a
ny recommendation that does not seem to be based on the
Interpersonal
Toolbox
that we have been developing over the course of the semester.
Step three: of
the 2-3 cases you’ve just summarized,
which one
would the
class-as-a-whole learn the most from?
HOW CAN THIS CONFLICT BE MANAGED (RESOLVED)
NOW ???
Note: Don’t focus on the
ways the writer could have avoided having to miss the party (that’s rather
obvious) ;
just work on resolving the current conflict
( which is no longer “simple” ). Also consider:
are there additional
sources/types of
conflict and additional CM styles operating here?