Discussion response 150 words a piece. APA format1 and 2 both get 150 they are separate responses1)My reaction to the scenario is that of dissatisfaction with the events that way of working in the

Discussion response 150 words a piece. APA format1 and 2 both get 150 they are separate responses1)My reaction to the scenario is that of dissatisfaction with the events that way of working in the office. I view the person in the case to be a victim of lack of proper understanding of the working needs amongst himself and the boss. If the situation were about me, I would most likely feel uncomfortable with my job, and I would have low motivation in doing my working in the morning. Such a boss would likely affect how effective I am when doing the different tasks and hence I would not want to work with them.Such a situation could have been avoided by having proper communication between the employees and the boss as well as having the appropriate planning of tasks to be completed. The employees should feel free to approach their boss and talk to him about their concerns without having to fear the person (De, Dowd, & Schneider, 2015). On the other hand, it could also have been avoided had there been a system for planning the next day’s activities on the evening of each day. Such a plan would guarantee that everyone knows what to start doing in the morning when they report to work.The first thing that needs to be done for the success to be archived is that there needs to be effective communication between the different parties involved. Communicating with the employees and the boss as well as doing it in a friendly way will make the approach to be successful. Second, creating a safe environment for working will also help to resolve the conflict as necessary (Koprowska, 2014). One of the things that must be avoided when solving the conflict is the misinterpretation of messages. This can happen when a message is understood in a different way other than what the person actually meant. One should also avoid enforcing their own decisions on other and decisions should be agreed upon unanimously.WC: 321ReferencesDe, J. S. C., Dowd, K. O., & Schneider, B. Z. (2015). Interpersonal skills in organizations.Koprowska, J. (2014). Communication and interpersonal skills in social work. Learning Matters.Reply Email Author<
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>21 hours ago2) 1. What is your immediate reaction to the scenario? How would you feel if you were the person this situation was about?My immediate reaction to the scenario is that my manager cannot read my mind, and more than likely has no idea that his/her routine causes such disruption to my performance. Tactfully and honestly communicating, that his mid-morning arrival and change in work priorities for the day, is disruptive and non-productive for staff would be necessary feedback for initiating change. If I were the manager in this scenario, I would really encourage and value feedback, letting me know how my workflow is disrupting others. I would provide an open-door policy, also referred to as a culture of openness by De Janasz, Dowd, & Schneider (2015); so, staff would feel comfortable coming to me with ideas and concerns. 1. How could this situation have been avoided?This situation could have been avoided with better communication and discussion about team goals and objectives. According to De Janasz, Dowd, & Schneider (2015) leadership is about enabling, engaging, and building confidence in employees. As the manager arrives each day it is common practice to do “rounding—walk about the office making an appearance, and greeting staff with little or no workflow interruptions, except for interchanging important information when necessary—engaging. Various routine tasks should be delegated to staff for daily, weekly, or monthly completion—building confidence. If a manager, has other tasks that need to be performed by staff, I would think it would be better to discuss and pre-plan instead of requesting to have task done as a same day priority task—building confidence in employees. 1. What approaches to resolving this conflict are appropriate?Appropriate approaches to resolving this conflict would be by using accommodating, compromising, and collaborating strategies. An accommodation strategy resolves a conflict with more concern for maintaining the relationship than with accomplishing a specific goal—this approach is suitable for trivial situations per De Janasz, et al. (2015). A compromising strategy—splits the difference in a conflict, you agree to give up part of your goal and part of the relationship to reach agreement—this is effective for achieving temporary solutions. A collaborating strategy is a win-win solution that involves energy, commitment, problem solving and negotiation skills. This is appropriate when there is plenty of time and all parties want to maintain the relationship and a common solution per De Janasz and associates, (2015). The best choice is collaboration, a well thought out and committed to solution; although use of accommodation and compromise are good secondary choices when needed. 1. What are some things that, if done, would make this approach successful?Some things that would make this approach successful would be simplified language, controlled emotions, skilled listening, and useful feedback per Sethi & Seth (2009). When discussing the situation with your manager you would need to keep control of your emotions while simply and honestly explaining the situation and your expectations for change. Once you have stated your case, then allow for your manager to speak, while listening attentively to his/her perspective and solutions. Finally, both parties share feedback for solutions to the problem, and then follow up as changes are implemented to verify solutions are working. 1. What are some things to avoid when attempting to resolve this conflict? Why?Some things to avoid when attempting to resolve this conflict is do not be judgmental or disrespectful of your manager per Sethi & Seth (2009). Pointing fingers or blame causes defensive reactions, and prevents resolution, while disrespectfulness harms relationships and also prevents solutions. The best approach is to have empathy and state the facts plainly—state it like you would want it presented to you if the situation was reversed. Kindness and openness go a long way when working to find solutions. Another, welcomed approach by managers is presenting a problem, with a solution already in mind. This shows your manager that you are proactive and engaged in finding a solution.WC: 490References:De Janasz, S., Dowd, K. & Schneider, B. (2015). Interpersonal skills in organizations (5th ed.). New York, NY: McGraw-HillSethi, D., & Seth, M. (2009). Interpersonal Communication: Lifeblood of an Organization, IUP Jornal Of Soft Skills, 3(3/4), 32-40

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