CASE STUDY - STOP STEALING MY STAFF

Full Answer Section

   

1. Two (2) conflict management styles that are evident in the case and a comment on their degree of effectiveness
2. Competing: George is using a competing conflict management style. He is assertive and focused on his own goals, even if it means harming Ralph's department. This style can be effective in the short term, but it can also damage relationships and lead to resentment.
3. Avoiding: Ralph is initially using an avoiding conflict management style. He ignores George's poaching activities and does not try to address the conflict until it escalates to the point of a confrontation in front of their director. This style can be effective in the short term, but it allows the conflict to fester and can make it more difficult to resolve later on.
4. The best conflict management style that could have been used to deal with the problem between Ralph and George

The best conflict management style that could have been used to deal with the problem between Ralph and George is collaborating. This style is focused on finding a win-win solution that works for both parties. It requires effective communication, negotiation, and compromise. Here are some specific steps that Ralph and George could have taken to collaborate on a solution:

1. Meet privately to discuss their concerns. Ralph and George should have met privately to discuss their concerns and try to understand each other's perspectives. This would have helped them to identify the root of the conflict and to develop a plan to address it.
2. Brainstorm possible solutions. Once they had a better understanding of the conflict, Ralph and George could have brainstormed possible solutions. They should have been open to new ideas and willing to compromise.
3. Negotiate a mutually agreeable solution. Once they had a few possible solutions, Ralph and George could have negotiated to find one that worked for both of them. This may have involved making concessions on both sides.
4. Implement the solution and monitor the results. Once they had agreed on a solution, Ralph and George should have implemented it and monitored the results to make sure that it was working. They should also have been willing to make adjustments as needed.

Negotiation issues that could negatively affect a negotiation and how to overcome them

1. Cognitive biases: Cognitive biases are mental shortcuts that can lead to inaccurate judgments. For example, the confirmation bias is the tendency to seek out information that confirms our existing beliefs. This can make it difficult to be objective during a negotiation.

To overcome cognitive biases, it is important to be aware of them and to take steps to mitigate their effects. For example, we can try to consider multiple perspectives and to actively seek out disconfirming evidence.

2. Communication problems: Communication problems can also negatively affect a negotiation. For example, if one party is not clear in their communication, it can lead to misunderstandings and conflict.

To avoid communication problems, it is important to be clear and concise in our communication. We should also listen carefully to the other party and ask clarifying questions to ensure that we understand their position. Effective listening skills that negotiators use in conflict resolution

1. Active listening: Active listening is a process of listening and responding to the other person in a way that shows that we are engaged and interested in what they have to say. It involves paying attention to both the speaker's verbal and nonverbal communication, and asking clarifying questions.
2. Empathetic listening: Empathetic listening is the ability to understand and share the other person's feelings. It involves putting ourselves in their shoes and trying to see the situation from their perspective.

By using effective listening skills, negotiators can better understand the other party's needs and interests, and build trust and rapport. This can lead to more productive negotiations and successful outcomes. In the case of Ralph and George, both parties could have benefited from using more collaborative conflict management skills. By communicating effectively, brainstorming solutions, and negotiating a mutually agreeable solution, they could have resolved their conflict in a way that was beneficial to both of them.  

Sample Solution

     

1. Competition for resources: George is taking staff from Ralph's department without prior approval, which Ralph sees as a threat to his own department and his ability to do his job.
2. Different management styles: George and Ralph have very different personalities and management styles. George is assertive and ambitious, while Ralph is reserved and private. This can lead to conflict when they have different ideas about how to manage their departments.
3. Lack of communication and trust: The brothers have not communicated effectively about their differences or tried to find solutions that work for both of them. This has led to a breakdown of trust and a more adversarial relationship.