BANEEN BILAL

A00448984

CASE STUDIES

CHAPTERS 4,5,6

PSYC 4210-1
CHAPTER 4
1. Explaining the conflict- Analyzing the conflict by using the Nadler-Tushman Congruence
model that focuses on interaction with tasks, people, structure, and culture. Starting off
with the tasks of the employees it seems like some people had issues dealing with certain
types of other coworkers so being able to get tasks done was hard when the negative
energy involved. When it came to team members meeting with HR about the issues the
co- worker’s we're having with each other it seemed more than one opinion needed to be
given. Each team member was part of a team and each team had different tasks to get
done. It seemed that the miscommunication between Renee and Melissa was the most one
with conflict that was hard for them to work together and created a lot of disconnect and
negative energy making it hard in the work place. Everyone had different personalities to
focus more on Renee and Melissa with the very strong personalities where one wanted
certain rules to be followed and the other focusing more on negative vibes and attitudes.
Now when it comes to structure it seemed Neil had a role of leadership but also was
missing a little bit of legitimacy that made it hard for Neil to stand out in leadership.
Lastly when it come to the culture of the work place seemed that there was a big conflict
when it comes to team work, leadership, and pressure from other team members.
2. Now we focus more and go into depth with conflict from a social construction
perspective, every personality reacted and acted in a way that explained their style of
communication and interactions with other personalities. Every person reacted in a way
that proved their personalities and actions. After reading each conversation the team
members had explaining the conflict and their frustration they all had with each other
especially towards Melissa in a negative way, even though according to melissa she
didn’t care she just wanted what's best towards sales not the team members and it seemed
so melissa did not care what everyone else thought of her personality. For this reason the
tension was always present and none was able to communicate because everyone saw
something to them that meant important but to others it did not. Regarding to the team
members different perspective of the work place and the differences with also different
views of the reality of the work which led to team members not feeling for one another
and lack of empathy and understanding with one another.
3. Now we address the conflict between all team members, I would recommend and start
with open communication, all team members should meet with each other to sit and
address what bothers them all to be able to work better and not have stuff pile up on their
shoulders. This will help them all express feelings and be able to control their selves
better. After communication I would say the next step to addressing conflict would be
standing up and taking responsibility and addressing every person’s role and operations.
This process would help clarify the miscommunication everyone had, including
disagreements. That way goals would be reached when it came to sales and the work
place without people hurting each other, taking sides, and bullying each other. If the team
could develop being collaborate with each other and working together as a team that
would help also make the work place a better environment for everyone achieving
successful goals. I would also say leadership would play the best and biggest rule to
success in the workplace. If all the management that was in charge took on better skills to
leadership, listening to teams, helping achieve goals, listening and helping change happen
the work place would definitely have a better environment to start the days and attitude
towards work and each other.
 4. ARTICLE
According to Kristin Byron (2008), Problems occur in the workplace emotionally due to
lack of miscommunication due emotions, due to emotions being hard to read, or
understand (p.309).

CHAPTER 5

1. Starting off with the benefits the coworkers are having together, when it comes to the
team work of different ideas and diverse together and supporting with one another.
Sharing work and being able to handle the complicated work load on each other, and
the support that was given to one another, especially through difficult situations, and
the challenges. To focus more on the roles of the coworkers, more focus could be on
the responsibilities of one another, and the strength each person had to be able to
help- and support the workplace.
2. Moving to if I was the client and I had to choose I would look for good
communication skills and be able to verbally connect with one another. To be able to
give out ideas to address conflict, and ability to be strong and share ideas with one
another. I would also look for problem solving skills, this would be someone with
great mindset to be able to solve issues and develop solutions and solve problems
when it comes to not having backup in the moment of any problem or
miscommunication. I would also focus on team work if the person I want to choose is
able to address good team work and work well with others including feeling for other
people and understanding one another. Lastly if someone has emotional and empathy
towards people you work with that would help knowing that the person I chose
understood one another, and to be able to trust someone won't hurt others by not
feeling or trying to help and understand.
3. Looking back selecting Chuck could of not been a great idea. I would say there could
have been trust issues and taking credit as well. When team members feel that chuck
could be someone that may not be trusted that could play a big role in team work in
management at the end of the day no one can work with someone that's not trusted. It
could also be communication, in any workplace communication plays a big role
without it a good environment in workplace wouldn’t be able to continue. Especially
if chucks personality and the way he works is different it wouldn’t workout with other
team members. I would say coming up with all this could comes from tension
between work and coworkers, that fact that the role was maybe not being
communicated well, talked about enough. Also expectations play a big role over here.
In any workplace many things would be expected and when the expectations done
match the personalities it could give a bad outcome to who is set in charge.
 4. ARTICLE-According to Bart A. De Jong and Elfring (2010) investigation was done
on how trust effects workplace performance. A data set was done to be able to
perform, consult teams, and get supported effects on team monitoring. (p535)

CHAPTER 6
1. When it comes to the consultants and what could of happened to prevent problems could
have been adding different types of measure to avoid any problems during the project.
One could have been making more clarifications and addressing responsibilities.
Clarifying could of helped roles address where they stand better and how it would
address and include the research process. Another one could of been communication with
one another. Like checking up on each other through the project time which would of
helped solve any communication problems with one another, or project ideas, mis read
assumptions. Checking up on one another could have helped towards a better workplace
area positive attitudes toward research and better work outcomes and conclusions.
2. When it comes to potential value conflict and what consultants could have done to make
better choices would have been better interviews holding and helping clients with their
values and priorities and help address any conflict in case anything happens further on.
Setting guidelines and better rules could have also been better, like a better contract
addressing standards and borderlines that can't be crossed or a better understanding of the
workplace. Another good one could have building a better work place can help address
any miscommunications that could be happening, set better rules, assign better values,
understand one another to be able to do the right amount of work that’s expected.
Leadership could have also played a role by empowerment.
3. The values of the organization development that we're at risk could have been the
commitment to the place, or project, respect could be another one as well when it come to
the participants, empowerment could of helped the clients when trying to approach the
workplace, or being in charge of what needs to be done in the research taking place,
setting better of any of the tasks that we're included could of helped anyone in charge of
research promote better ideas. Promoting OD values could have been building a better
space for long term benefits for the ethical research, and being able to hold accountability
and creditability to the projects given or taken action. Being able to hold place or address
any of these steps the consultants could have a better area of workplace to be able to
work well on the research given. The consultants could have also been able to get through
any complex areas in the research that didn’t make sense. Any of these steps could have
also helped adjust and any communication problems between any relationships and
outcomes of relationships while working through the research and projects.

4. ARTICLE

According to Marina Halac (2012), studying relational contracts when it comes to the
value of relationships between contracting parties are not common enough. When
contracting parties don’t have enough information about one another makes it hard to
assume on one another and make choices.