Discussion Question
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Dealing with interpersonal conflict in your team can be very challenging. You are the IT Manager supervising a team of IT Analysts who are having interpersonal conflicts. Read the attached scenario and discuss how you would handle the communication with your team. Describe your strategy and approach for reaching an amicable resolution.
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S F
Nov 14 7:21pm| Last reply Nov 17 10:41am
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In as much as I am a newly posted manager of the IT team, the first step that would be taken is to ensure that conflicts are resolved in a professional manner, and that the interpersonal conflicts taking place subside, this would be achieved through establishing a clear channel of communicating as well as a fair way of handling the conflict within the team (Cole, 2024). In order to have their inputs properly I would set a separate appointments with both Leann and Fawn and also with Jeff to have a structured interview but at the same time I would make sure that the other would not be around when the other is expresses his / her frustrations or needs. When listening actively and empathically, I would respond to everyone according a their perception, but at the same time, state that as a team members our aim is to allow constructive cooperation. Since the members’ full experience matrix will shed light on brewing tensions beyond the conspicuous ones, it will be possible to address aspects such as perceived favoritism and professionalism issues that seem to be potential sources of conflict.
After the one-to-one dialogues, I would then gather the team, in a setting not affiliated with any of them, to encourage a group discussion based on a positive regard and understanding within them that would create a platform for positive interaction and that would ensure that we are all on the same page. I would establish ground and norms of conducting ourselves professionally when initiating a heated debate such that all members can safely and freely express concerns in the team without being attacked. I would ensure everyone on the team understands that everyone is responsible for what they do and that respect for other team members is mandatory. To deal with selective favoritism, which affects Leann, it is essential to create equality on the job focusing on how all employees are vital and can be supported. I would also like to stress that people’s friendship at the workplace should not influence business in terms of cooperation, decision-making, assignments, etc.
To avoid such further conflicts in future I would ensure that there is more clarity to who is to do what, how, when and with whom particularly concerning the appointment issue with Tim Gomez. Last, I would establish the meetings that would enable team members and me to discuss any current issues at frequent intervals. Through the creation of understanding, or awareness of proper conduct and acceptable behavior among workers of the team I hope strive for creating a new culture of trust and collaboration to everyone focusing on personal and team development (Cole, 2024). It also lays a course addressing existing issues, let alone the focus on a long-term commitment to building an excellent working culture.
References
Cole, M. B. (2024). Group dynamics in occupational therapy: The theoretical basis and practice application of group intervention. Taylor & Francis.
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