Question

Scenario: Susan, a recruiting manager, asks Beth, one of her employees and an experienced recruiter, to begin the process of opening a new position at their company.

Beth calls Susan and tells her that she will not open the position, since she doesn’t feel it’s her responsibility. Susan tells Beth that she can assign this task to any of the 17 recruiters on the team. Beth continues to voice her unwillingness to do what’s asked of her.

-What steps or techniques would you use to get the participants from position to interest? Consider the facts of the conflict and be specific.

-Describe and provide examples of the role each individual played and identify their responsibilities in the conflict?

-What concepts would you apply to ensure a collaborative environment?

Answer 1

Insubordinatio :------ It is the act of disobeying willfully an order of superiors. Denaying to perform an action, neither is refusing to perform an action that is not within the scope of authority of the person issuing the order.

Followig may be the cause of such insubordination--------------------------------

• Conflict :-- Some time conflict occur withen the group due to hostility, jealousy etc.
• Social interaction :-- It requires essential communication, which is essential adjuncts of social contact. If the communication is not ok then the socialinteraction is also not good
• Obedience :-- It is a form of social influence where an individual acts in response to a direct order from another indiviidual, who is usually a authority figure.
• Liking :-- People are more likely say yes to those they know and like because of the social exchange theory.

?If all the above points are ok then the chance of Insubordinatio never occur, other wise it will definately arises in the organisation. Role conflict can be something that can be for either a short period of time, or a long period of time, and it can also be connected to situational experiences. An example would be when two superiors ask an employee to do a task, and both cannot be accomplished at the same time. It can also be a cause of conflct some time. It is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together.

The facts of the conflict and be specific----------------

When a team steps forward to the mark of healthy difference of opinion resolving conflict, it requires respect and patience. The human experience of conflict involves our emotions, perceptions, and actions

• The conflict has to be acknowledged before it can be managed and resolved.
• Always discuss the impact the conflict is having on team dynamics and performance.
• Everyone involved must agree to cooperate in to resolve the conflict.
• The most important thing throughout the resolution process is for everyone to keep communications open.

?These points are also the concepts that would apply to ensure a collaborative environment.

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