Meera works in the operations department of XYZ Ltd.

She has been with the company for the past

four years. Recently, she was moved to a new team responsible for additional projects, where she
now leads a team of four people. Meera reports to Ram, who is the head of operations. XYZ Ltd has a
culture of sending Diwali sweets to employees' home addresses. With Diwali approaching in 40 days,
not much had been done in this regard.

Situation 1: Ram called for a meeting with the entire operations team. Meera attended the meeting
with her subordinates. Ram was annoyed as no plan for the task had been shared with him. He said
to Meera, "Meera, why are you not taking responsibility for your work? You seem to be good for
nothing again and again. I think girls always exhibit such irresponsible behaviour, and you prove me
right. Now, go and bring me the plan with timelines." Ram then turned to one of Meera’s
subordinates and said, "I want you to stay with Meera so that she can provide the plan by today.
Keep me updated on the progress by each passing hour."

Situation 2: Meera was deeply disturbed by Ram’s behaviour and felt severely disrespected in front
of her subordinates. She was unable to face her team and started working on the plan with a
disturbed mind, avoiding her teammates. One of her team members passing by remarked to another,
"Meera seems to be an absent-minded girl; even her boss doesn’t value her."

Situation 3: Meera overheard the conversation among her subordinates, which made her feel even
more restless and compelled her to run to the restroom. As soon as she was inside, she began to cry.
After wiping her tears, she looked around to see if anyone else was there, finding the restroom
empty. Meera sobbed aloud, feeling extremely stressed and helpless. At one point, she started
scolding herself, questioning why she was like that and why she couldn't prepare the plan well in
advance. After sitting there for several minutes, she decided to quit her job.

Situation 4: As Meera was about to leave the restroom after making her decision, she encountered
someone in her path. It was Radha, her previous manager. Seeing Meera in this state, Radha was
shocked. Meera had always been a consistent performer and excelled in her work. Radha asked
Meera if she was facing any family issues and why she was feeling this way. Meera hesitated at first
but then explained the whole situation to Radha, including her decision to resign. Radha, after
listening to Meera’s story, felt sad for her and encouraged her to fight for her dignity. She also
advised Meera to confront her subordinates who were gossiping about her in such an inconsiderate
way. Meera then returned to her desk but couldn't gather the courage to confront what had gone
wrong. She resigned and went to Ram, expressing her unwillingness to serve the notice period. Her
resignation was approved and she left XYZ Ltd.
 Situation wise non-violent solutions to each of the situations involving Ram, Meera, Meera's
teammates, and Radha:

From Ram's perspective:

Situation 1: Instead of criticizing Meera in front of her subordinates, Ram could have privately
discussed his concerns with her and provided constructive feedback on how to improve. He could
have also offered support and resources to help Meera develop a plan with timelines.

General approach: Ram can adopt a coaching mindset, providing guidance and encouragement to his
team members rather than resorting to blame or harsh criticism.

From Meera's perspective:

Situation 2: Meera can calmly express her feelings to Ram, explaining how his words affected her and
requesting a private conversation to discuss the issue further. She can also seek support from HR if
necessary to address the disrespectful behavior.

Situation 3: Meera can practice self-compassion and seek support from a trusted colleague or
mentor to process her emotions and explore constructive ways to address the situation, such as
assertively addressing the gossip with her teammates or seeking guidance from HR.

From Meera's teammates' perspective:

Situation 2: Meera's teammates can show empathy towards her by offering support and
understanding. Instead of engaging in gossip, they can approach Meera directly to express concern
and offer assistance if needed.

Situation 3: Meera's teammates can refrain from making assumptions about her behavior and
instead offer support and understanding. They can also encourage open communication within the
team to address any concerns or misunderstandings.

From Radha's perspective:

Situation 4: Radha can provide a supportive listening ear to Meera and offer guidance on how to
address the situation assertively. She can encourage Meera to express her feelings to Ram in a
professional manner and explore options for resolving the conflict without resorting to resignation.

General approach: Radha can serve as a mentor and advocate for her former colleagues, offering
support and guidance to help them navigate challenges in the workplace.
These non-violent solutions prioritize open communication, empathy, and constructive conflict
resolution to address the issues at hand.

Conflict resolution from different prospectives between different parties:

1. Conflict Resolution between Meera and Ram:

From Meera's Perspective:

Collecting Facts: Meera gathers specific instances where she felt disrespected or undervalued by
Ram's comments.

Finding Feelings: She acknowledges feeling hurt and frustrated by Ram's words, wanting to maintain
a positive working relationship.

Stating Desires and Requests: Meera expresses her desire for clear, respectful communication from
Ram and requests constructive feedback.

From Ram's Perspective:

Collecting Facts: Ram listens to Meera's concerns and considers specific examples she provides.

Finding Feelings: Ram may realize that his comments unintentionally hurt Meera and caused her
distress.

Stating Desires and Requests: Ram expresses his desire to foster a supportive work environment and
commits to providing feedback respectfully.

2. Addressing Gossip among Meera's Teammates:

From Meera's Teammates' Perspective:

Collecting Facts: Meera's teammates may not realize the impact of their gossip and may view it as
harmless conversation.

Finding Feelings: They may not understand how their actions affect Meera and may feel defensive if
confronted.

Stating Desires and Requests: Meera's teammates express their desire for a positive team dynamic
and agree to address any concerns directly with Meera in the future.

3. Seeking Support from Radha:

From Radha's Perspective:

Collecting Facts: Radha listens to Meera's account of the situation and gathers information to
understand the dynamics at play.

Finding Feelings: Radha empathizes with Meera's feelings of stress and uncertainty and validates her
experience.

Stating Desires and Requests: Radha offers guidance and support to Meera, encouraging her to
advocate for herself and providing resources to address the challenges she faces.

Incorporating perspectives from all parties involved helps to foster empathy, understanding, and
collaborative problem-solving.