How might you handle this conflict between Riley and Hyeon-Ju?
How might the team’s overall performance be affected if this conflict goes unresolved?
How might you coach Riley, Malik, and Hyeon-Ju to handle their concerns about each other’s audit results in the future?
It is important to handle conflict and resolve any issue for better teamwork. Hence, to improve the team dynamics, I would definitely try my best to address the conflict between Riley and Hyeon-Ju. For this purpose, as a first step I would start a private talk with both of them. I would emphasize the significance of respectful and dignified dealings among the team members when I have a conversation with Riley. Meanwhile, Riley has the right to express their concerns but in such cases, anyone should avoid passing such comments publically to hurt anyone else. Meanwhile, I would acknowledge the feelings of Hyeon-Ju and also elaborate that everybody has the right to progress as none is perfect. Moreover, I would encourage every member of the team to have the explicit right to speak, share ideas and receive any feedback with dignity and respect.
However, if the conflict lingers on without any resolution, it may badly affect the team’s performance. Eventually, there will be deficient cooperation, minimal collaboration, and low morale in alliance with less information sharing. The accuracy problem and rising tension with Hyeon-Ju may lead to overall decreased team performance. Ultimately, it may lead to a negative atmosphere where more focus will be on problem-resolving aspects instead of focusing on the main tasks. Finally moving towards coaching options for Riley, Malik, and Hyeon-Ju, the main emphasis would be on conflict-resolving skills along with better communication skills. In the case of Riley, I would go for private contestation to deliver feedback and guidance while focusing on the particular issues. Similarly, I would encourage Malik to discuss the concerns along with fostering a culture of taking responsibility and encouraging others to do so. Additionally, I would suggest that Hyeon-Ju to accept the feedback on positive pacing to grab more progressive opportunities.
What are some strategies for resolving conflict through communication, and how do the supportive and defensive climates affect our workplace relationships?
Conflict resolution through communication comprises several strategies for better results. These strategies may include active and focused listening at the first stage. It means that one has to pay full attention and care to the speaker for better understanding and validating the speaker’s intention and feelings. In this context, “I” statements may help without blame game for each other and also find the common goals for mutual agreement on any issue. Another way is the dialogue among the parties based on open-ended questions to reflect accurate understating of the speaker. In, addition, taking breaks during the discussion when some members become heated, is also an effective strategy for resolving any issue at the initial stages. It allows the participant to control their emotions and prevent the issue from increasing massively. Finally, the appropriate time and venue to address the conflict may pose better and more efficient results to make the team environment more peaceful and productive.
Moreover, workplace relations can have lasting impacts due to supporting and defensive environments. A supportive environment encompasses open-minded discussions, empathy, collaboration, trust-building measures, mutual respect and positive teamwork. In such a working environment, the employees feel to share ideas, feedback and respective concerns positively and focus on problem-resolving aspects instead of creating problems (García-Corretjer et al., 2023). On the other hand, a defensive climate may lead to distrusting each other, criticism, underestimating one another, low morale and less collaboration. In such types of environments, the employees feel reluctant to share useful environments with esteemed interaction. In addition, blame games among each other may lead to low morale of members which ultimately lowers the efficiency of work and better results. Precisely, it can be concluded that a supportive climate poses meaningfully positive impacts on the workplace while a defensive environment may lead to reduced performance with stress and anxiety factors. However, it is a need of time to nurture a supportive climate at workstations and take measures to avoid a defensive climate.
References
García-Corretjer, M., Ros, R., Mallol, R., & Miralles, D. (2023). Empathy as an engaging strategy in social robotics: a pilot study. User Modeling and User-Adapted Interaction, 33(2), 221-259.
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