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He can be articulate, but often complains about managerial policy, and I do not want to seem to be condoning backbiting. It is also difficult to be enthusiastic about a task, when someone is constantly complaining.
Select at least three strategies to enhance your relationships with these three people for a more productive workplace environment
Regarding my boss that plays favorites, the best strategy is to simply 'stick with the facts.' Instead of focusing on personalities, I should try to make my conversations with this boss issue-based, and try to win points based upon the issues. If the bosses' directions are unclear, I must demand clarification, and if she is impatient, I will try to frame this as a positive, saying that it is because of my desire to do a good job that I am asking for clarification.
Regarding my 'over-sharing' colleague, allowing her to vent occasionally may be necessary, but I must do it in a controlled manner. After she 'blows off steam' I must stress how busy I am and the fact that I need to get back to work, as well as to stress what she needs to do, when my work is contingent upon her efforts.
Finally, with my negative colleague, I must be very careful not to feed his negativity. Sometimes, failing to agree with a person without actively arguing with him can be a powerful technique. Saying simply, "I don't think it is so bad," and then returning to the task at hand is essential
Recommend at least three conflict resolution techniques to be used in future situations with these three people.
Technique 1: Give feedback
When dealing with my difficult boss, giving feedback about the information she is disseminating may be helpful when I feel that she is unclear. This may help her to focus and to be less emotional. Giving feedback is also a way to make...
I can also offer constructive criticism regarding her delays, and explain how her actions impact my own work in a negative fashion.
Finally, regarding my negative colleague, I can give positive feedback, to indicate that I do not necessarily concur with his statements -- but also show through my praise of his work that I respect his expertise.
Technique 2: Listening
Even though I do not agree with their opinions, simply giving the impression of listening can be a powerful diffuser of conflict. Often people simply wish to feel as if they are being 'heard,' and difficult behavior may be the result of not feeling as if others are listening. Listening to my difficult boss will help to keep up a rapport with her and also may help me more easily understand her instructions; listening and occasionally allowing my colleagues to vent may diffuse some of their tension and rage.
Technique 3: Mediation
If my bosses actions regarding favoritism deprive me of work or positions I deserve, speaking to staff members specifically designated as mediators may be helpful, as they can provide an objective 'third party' in a dispute. Regarding my colleagues, if my 'over-sharer' continues to make me look bad or work late because of delays, it may be necessary to speak to a manager, as is also the case if the comments of my negative colleague become overtly back-biting and nasty.
Reference
DuBrin, A. (2004). Applying psychology: Individual and organizational effectiveness (6th Ed.).
Upper Saddle River: Pearson / Prentice Hall. ISBN: 0130971154
Reference
DuBrin, A. (2004). Applying psychology: Individual and organizational effectiveness (6th Ed.).
Upper Saddle River: Pearson / Prentice Hall. ISBN: 0130971154
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