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Frustrations of this nature only grow worse with time (Myers & Spencer, 2004) and resentments magnify by virtue of internalizing them instead of finding a way of expressing them appropriately (Aronson, Wilson, & Akert, 2003). In many respects, the anger that eventually erupts is more reflective of the additional psychological energy required to repress genuine feelings about coworkers and working situations than it is appropriate to the actual situation itself (Blair, 2003; Myers & Spencer, 2004).
In most cases, the optimal solution requires finding a way to address the problem at the earliest point, before any resentment has had a chance to contribute to negative social relationships at work that can threaten the working environment within work groups and impact the work product negatively (Blair, 2003; Locker, 2003). More often than not, reaching the best possible solution requires an honest expression of concern over the issue without anger, the ability to view the matter from alternate perspectives, input from both parties, and a practical outline for solution that incorporates the concerns of everyone involved (Blair, 2003; Locker, 2003).
After a series of heated exchanges that necessitated my reassignment to another working group, I was determined not to repeat the same mistakes and to develop a method of satisfying my responsibilities while, at the same time, negotiating a method of preventing any recurrence of the same problem in my new group. In that regard, one of the senior group members in the new group explained that I had contributed to the problem by regularly submitting my work on the last possible day for review by senior group members. It had never...
That senior group member suggested that we negotiate a solution that incorporated our respective needs to ensure a more positive working relationship without compromising our responsibilities to submit a timely draft report.
Recommendations for Improvement: As a result, I suggested that we agree on a specific unofficial schedule that accommodated my desire to be consulted on proposed changes to my sections of the draft report, particularly on stylistic issues; that I commit to submitting my draft section with sufficient time left to allow for a second round of edits within our group; and that we discuss our respective perceptions on non-substantive changes proposed by senior group members to reach a mutually satisfactory resolution on matters of writing style and report organization that reflected individual preference more than technical requirements. I resolved not to delay my reactions to avoid harboring increased frustration and anger, and the senior group member acknowledged that junior members had no less right to contribute their stylistic preferences in areas outside of technical matters.
References Aronson E., Wilson T., Akert R. (2003). Social Psychology. New York: Longman.
Blair G. (2003). Groups that Work. Washington, DC: IEEE Press.
Gerrig R., Zimbardo, P. (2005). Psychology and Life. Princeton, NJ: Pearson.
Locker K. (2003). Business and Administrative Communication. Boston: Irwin McGraw-Hill.
Myers D., Spencer S. (2004). Social Psychology. Toronto: McGraw-Hill Ryerson.
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