Initially, Tina Tumultuous and Joe Newcomer acted in a rude manner. For example, Tina argued with the customers who complained about the company’s faulty products. In addition, they violated the conduct code. Tina violated More Power’s refund policies. Joe Newcomer may have never realized that he used the rights-based approach when he suspended Tina Tumultuous, who violated the policy by making ethically insensitive comments to a Latino customer. As Griffith and Goodwin (31) argue, right-based approaches depend on rules and procedures. Similar to Joe Newcomer, Tina Tumultuous was also unable to control her emotions when she even threatened Joe Newcomer. She adopted the power-based approach. It seems like Tina Tumultuous sensed that Joe Newcomer was using the power-based approach by suspending her. In an attempt to negotiate with Joe Newcomer, she told him she was going through a stressful family situation but never wanted to disclose much. Unfortunately, Joe Newcomer viewed her negotiation as manipulation and dismissed her allegations, feelings, and even dispute.
To what extent at which the tendencies are power based?
Joe Newcomer and Tina Tumultuous adopted the power-based approach in their communication. In a power-based approach, one party believes they have authority and coerce others to concede (Mayer 48). From the case scenario, Joe Newcomer probably never wanted to use the power-based approach. However, Tina’s way of handling issues where she even threatened to file the discrimination suit forced him to do so. With intentions to shut her down, he adopted the power-based approach. He argued that the discipline was not to be reconsidered.
To what extent are tendencies Rights-Based?
Due to the fact that Joe Newcomerwas working in line with the company’s policies, his actions were rights-based. Even with Tina’s allegations and demands, he would have still supported the policies. He responded to Tina’s allegations in a calm manner. However, he never wanted to entertain her discrimination allegations, as stated in the case study.
What could Joe Newcomer have done in a different way if he truly preferred a cooperative work relationship with Tina Tumultuous?
As the case study states, Joe was a supportive boss who valued the relationship he had with Tina. In order to avoid issues with her, Joe Newcomer would have talked to her immediately after the incident. In this case, he would have identified the cause of her changes towards customers. According to the case, it is evident that the rude behavior and unethically talking to customers was a new behavior Tina had adopted. He would have handled the issue in formal disciplinary action. Discussing the issue with Tina Tumultuous would have helped her see her offensive behavior. Probably she would have accepted the reprimand, and suspension would have been avoided.
How might he have explored an interest-based solution with her?
In the mission to solve the issue, Joe Newcomer would have explored the cause of Tina’s behavior. As Mayer (2) argues, this is the first step towards conflict resolution. According to the case scenario, Tina Tumultuous used to be a conscientious employee. Even though she had issues at home, she refused to disclose her challenges with Joe Newcomer. However, her challenges were not to be used as an excuse for her behaviors. If Tina Tumultuous shared the issue with Joe Newcomer, probably he would have helped her, and he could have also understood her more. Such an action would have been a win/win or an interest-based approach.
Griffith, Dan, and Cliff Goodwin. Conflict Survival Kit: Tools for Resolving Conflict at Work. Boston: Pearson, 2013. Print.
Mayer, Bernard S. The Dynamics of Conflict: A Guide to Engagement and Intervention. San Francisco: Jossey-Bass, 2012. Internet resource.
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