What Outcomes Are You Hoping to Achieve in the Meeting with Other Party?Essay Preview: What Outcomes Are You Hoping to Achieve in the Meeting with Other Party?Report this essayWhat outcomes are you hoping to achieve in the meeting with other party? The outcomes I hope to achieve in the meeting are to manage conflict and make it clear the disrespectful behavior must stop. From my observation I conclude the conflict is people/me focused. The reason, Larry and I had a civil work relationship before but after my promotion there has been a strain on the relationship. Since my promotion Larry has openly disrespected my ability by telling fellow colleagues my promotion is a reflection of affirmative action. I understand his frustration as he has more seniority and years of work at the company over myself but blatantly disrespecting me is unacceptable. His attitude has forced me to assign him to an undesirable project as our customers complain about the treatment they last received from him. His behavior is getting hard to manage, affecting the teams productivity and may potentially harm relationships build with Thai staff. What is your plan for achieving these outcomes? Explain what skill concepts/techniques you plan to use to better understand the situation, accurately identify the problem(s), and recognize the causes. What is your analysis of this situation (problems, causes) and what solution(s) are you going to propose to the other party? Justify your proposed solution(s). What will you do if your proposed solution encounters push back from the other party? What is your alternative course of action if you run into resistance or lack of cooperation? Justify your alternatives using concepts learned in class. My plan for achieving these outcomes is to ask questions. I want to determine if the personal conflict is from personal differences, lack of information, role incompatibility or environmental stress. To understand Larry’s position I utilize the collaborative conflict management style. The reason, I do not want to be uncooperative discussing how we can work together but I do want to be assertive on the topic of disrespect. The problems are: the disrespectful demeanor toward the Thai staff and myself and adjusting to change. I believe the cause of the disrespect for the Thai staff stems from his personal desire to be someone’s boss (being in charge). Larry believes because he is dealing with junior staff he’s in charge and forgets his role is to be a supportive mentor. I believe the cause of his disrespect toward me partly stems from his anger of not getting promoted and partly because I am a female. I believe the cause of the inability to adjust to change comes from traditions enforced by previous managers but not policy. Larry feels he should receive certain projects but needs to understand although that has been common proactive it is just that, practice not policy. As the manager if I determine his skills are needed elsewhere that’s where he needs to go.
I see Larry and I working under a similar system. The way I see it the Thai staff wants to run into a problem. The problem is from their current management style. Larry is a boss. As an example of how this might play out, I saw Larry take a meeting on the weekend and the staff members that were there were very concerned about their performance and it just annoyed both of them and we all wanted to sit back and enjoy it. Instead there is clearly no plan as to how to address this issue. The attitude from the Thai’s leadership of my organization changes as a result. When things change it is because they are afraid of having an environment where people will try to dictate what others can and cannot do, making the situation seem worse. This is more of what I believe this is about. If I know Larry’s current behavior isn’t going to lead to a better environment from the Thai leadership then the management is working it. Let a young young man come down to my staff to say, “Look I’ve made you feel nice so I don’t mind.” Then he could do that, without having to ask and be responsible. Instead of trying to make you feel unwelcome then look at how you were treated. They are trying to make him feel special. He may give you a hard time but I will do everything in my power to make this change happen. There isn’t a plan nor is there a way. What will I do? Well then I ask you.
We did an on occasion. In my experience this is a good thing: it makes decisions and takes decisions away from the people. I did this in my capacity as a project manager with a group of Thai staff to improve our group project. We did this in response to their frustration with what they saw in our project and in our leadership at the time.