Choose 3 of the following case scenarios. Answer the following questions for eac

Question

Choose 3 of the following case scenarios.   Answer the following questions for each of your scenarios. Each response should be detailed and at least one page in length. Please clearly label your scenario choice by number at the beginning of your response.

State the reason for the conflict.

What is your initial reaction and solution?

What other information might you require?

What are some possible solutions?

What should happen next in this scenario?

Scenarios:

John and Mike work in the same department. Mike is a new employee. John has worked at the company for a long time. John and Mike do the same job. They have the same job title. They have to work together. John likes to do things the way they have always been done. He is very vocal. Because he's been there so long, he thinks he knows how to do things….and he tells others about it, whether or not they ask.

Mike tries hard to follow company rules. Mike is a very quiet man. He doesn't talk much.
He has conservative and traditional values. Employees must clock in within 5 minutes of the start of their shifts. They are supposed to clock in at their own buildings, but there isn't any way to check this. John always clocks in at another building so he won't be marked as tardy.
He always gets to his work station at least 10 minutes late. At least a couple of times each week, somebody asks Mike where John is. Mike is tired of covering for John. He has kept it in for a long time.

Finally, one morning, John is 20 minutes late. Mike has to cover for John 2 times.
When John finally appears, Mike tells him he's not going to cover for him anymore.
John says, "Hey, I clocked in. I've been doing this for years.
As long as you don't say anything, nobody will ever know. Just shut the %&# up and do your job."
Mike and John start shouting at each other. The team leader walks in just as it looks like John is going to hit Mike.

A non-resident land owner has asked for a 10% increase in cash rent from the tenant for the next growing season. The tenant has farmed for this owner for several years and doesn’t want to lose the ground, but also does not want to pay the large increase in rent. The owner and tenant have come to you to help resolve this issue.

You are the supervisor of your department, and have just returned from a family vacation. The minute you get to work, employees are coming to you and telling you there were several blow-ups/arguments in the department while you were on vacation. Three employees have been involved in a heated battle, and have been taking their stress out on each other (they used to be good friends). What started out at as just taking stress out on one another, and small conflicts, has grown into a heated battle. The three employees perform a vital function in your department, and since the disagreements started one month ago, the employees haven’t been fulfilling their job responsibilities like they have in the past, and productivity is going down. This constant conflict is taking its toll on the other employees in your department.

At the ABC Auto Parts Company people work in teams. When a line doesn't have enough parts, the workers are sent to other lines.
Sue is a complainer. She whines all the time. She is sent to a new line for the day. Andy greets her. Andy smiles and says, "We're glad to have you as part of our team today.
We like having people from other departments help us."
Sue answers, "This isn't what I was hired to do. I'm only here because I have to be."
Andy tries to explain the work on the line. But every time he says something, Sue whines.
Andy decides to try to make the best of it. On the morning break, several other
team members complain to Andy about how much Sue complains.
Later in the day, the line stops while more parts are brought in.
Sue whines, "This is stupid. Why can't management get it right? I don't care if they pay me to sit here and do nothing."

When the line gets up and running again, Sue whines that she was just getting comfortable,
"and there's only an hour and a half left in the day anyway."
Andy tells her that they need her back on the line because the customer is waiting for the order.
Tomorrow, he says, she will be able to go back to her own department and do her own job.
The next day, Sue arrives on Andy's line again. She starts whining right away.

The manager of your department has the reputation of being a “yes person.” At meetings with administrators, he/she will agree to take on new projects. Due to his/her willingness to take on these projects, the person has a very good reputation/standing with administration.

As an employee in your department, you know that whatever the “yes person” agrees to do, never actually gets accomplished. The only time this person’s projects/additional responsibilities are completed is by the work of the employees in the department. The employees do this because they want their department to be successful, but are very resentful.

One of the employees has had enough of this “yes person” not doing his/her job, and comes to you for help.

Bob is the office prankster. He always has jokes, usually targeting one race or another. Since Mary, who is African American, started in the department Bob has made it a daily habit of sharing a joke about blacks to everyone in the department, usually in an open forum. You’re Bob’s supervisor and after hearing one of his offensive jokes you take him into the office to counsel him. After you mention, that his jokes are offensive, Bob stated that he had his “first amendment right to freedom of speech” and that you are attempting to violate his rights.

During a 4-H Club meeting two young ladies, who have always been good friends in the past, become caught up in a discussion on who would be this year’s 4-H Fair Queen. Instead of supporting each other, each starts to tell others how much they have given to the program and why they should be Queen. The conversation has gotten out of hand. As advisor you need to help the officers regain control.

You recently discovered that Dawn, your employee of six months, is suffering from a disease that affects her eyesight. Dawn has complained to you, when given assignments, that she has difficulty completing the task because of the difficulty she has seeing the computer screen.

A number of years ago, your organization developed a partnership with another community organization to offer an after school program. In the past you have relied on each other for program support, planning, funding, etc. Lately, however, the other organization has had to cut back on services due to reduced funding and staffing which has created some problems with the level of service for the after school program. As a representative of your organization you need to address this issue with the other organization.

The President of the board to which you are an advisor works hard at each meeting to make everyone feel welcome. But, when it comes to encouraging committees to work and the members to complete their assignments, nothing positive seems to happen. As advisor you have been asked by some of the board members to resolve this situation.

Explanation / Answer

Jhon & Mike scenario:

Intial reaction- Jhon is not following the ompany rules and guidelines given to him. Which is causing a problem to new employee. As he is following the rules and procedures. Jhon is forcing him to support him in his act of coming late.

The act of jhon is completely wrong in the case, As he is not right. To bring out solution he can be given warning letter to come on time.

Other information required- If given productivity of both the employee and also the responsibility of both of them can give us the better resolution. If the jhon is doing maximum cunk of work, he can be allowed little freedom on the work.

Possible solution- There can be multiple solution forthe same

i. Jhon can be given warning letter for being lte always & doing the heated arguments.

ii. Mark can be told to cover up some times as Jhon is doing lots of work

iii. Jhon and mark should be allowed to talk with each other come up with the solution.

iv. There can be company policy change that, Employeemust clock in the same building.

v. there can be allowed 3 times delay repoting in the month

What is next possible scenrio- The best solution according to me is, They can't leave jhon as he is very old employee at the same time his autocracy in the team can't be allowed. the TL should personally talk with him make him understand that what he is doing currently is not correct and it can not be tolerated. Please follow thw guidelines. At the same time guide Mike to directly report the behaviour of jhon to him. Don't get involved in heated arguments with him.

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