Christina Arnold
BUS310
Week Three Assignment
Managing Conflict and Communication with
Employees
Part 1: Initial Planning
During the meeting with Jennifer and Robert, my goals will be to gather the
details and facts to work towards a common solution. I will start by asking
open-ended questions and encourage Jennifer and Robert to take turns
providing their account of the situation while actively listening. I will make
sure I provide a safe comfortable environment for them and myself. I will
constantly reassure both parties to make sure they understand they are both
being heard and they are important. I will make sure both parties understand
that I will not choose sides but will use the information from both parties to
work towards a solution. The next step is to determine actions and/or
solutions for the situation. I will ask both parties how they feel the situation
should be handled. I will let them voice their opinions and concerns on how
to avoid this situation in the future. During this whole process, I will maintain
a positive professional tone. The location will be held in my office with a
closed door to provide privacy and confidentiality. During these
conversations, I would likely have to provide empathy when emotions arise.
Lastly, I will assure you that both parties are educated and reminded of the
company policies, expectations and procedures. I will plan mandatory
training as and if necessary. By explaining the policies and expectations, I
will make them clear and understandable to prevent future situations. I will
develop a plan for Jennifer and have weekly follow-ups. Robert will have
, weekly training and follow-ups to ensure he understands the importance of
harassment.
Part 2: Questions and Conclusions
I would ask Jennifer these questions listed below. These questions would be
conversation starters to make Jennifer comfortable talking about the
situation and seeing how she feels. This will help me determine the
resolution to ensure she will be safe at work going forth and know how to
report any type of situation that she isn’t comfortable with.
Can you tell me what has been happening?
When did harassment start and how often does it happen?
Do you have any documentation or evidence of the harassment such
as messages or emails?
How are you feeling about the situation?
Have you spoken to anyone about the situation?
Have you reported this to any authorities such as a supervisor or HR?
Do you feel safe at work?
Would you like assistance finding resources such as counseling or well-
being programs?
I would conclude with Jennifer by making sure she has support, resources
and assistance if she wants it. I will let her know that this is a serious matter,
and we do not take it lightly. I will be following up with her weekly if she is
comfortable. I will help her with documenting the incident and how to report
them. I will address and prepare any procedure to make sure Jennifer feels
safe and comfortable in the workplace. I would follow up by asking questions
such as “Has anything changed at work since you reported the issue?”, “Do
you feel your concerns are being taken serious?”, “Are you comfortable with
how things are being addressed?” and “Is there anything I can do to support
you right now?”. The conversation will be documented, and times and dates
will be set up for follow-ups.
BUS310
Week Three Assignment
Managing Conflict and Communication with
Employees
Part 1: Initial Planning
During the meeting with Jennifer and Robert, my goals will be to gather the
details and facts to work towards a common solution. I will start by asking
open-ended questions and encourage Jennifer and Robert to take turns
providing their account of the situation while actively listening. I will make
sure I provide a safe comfortable environment for them and myself. I will
constantly reassure both parties to make sure they understand they are both
being heard and they are important. I will make sure both parties understand
that I will not choose sides but will use the information from both parties to
work towards a solution. The next step is to determine actions and/or
solutions for the situation. I will ask both parties how they feel the situation
should be handled. I will let them voice their opinions and concerns on how
to avoid this situation in the future. During this whole process, I will maintain
a positive professional tone. The location will be held in my office with a
closed door to provide privacy and confidentiality. During these
conversations, I would likely have to provide empathy when emotions arise.
Lastly, I will assure you that both parties are educated and reminded of the
company policies, expectations and procedures. I will plan mandatory
training as and if necessary. By explaining the policies and expectations, I
will make them clear and understandable to prevent future situations. I will
develop a plan for Jennifer and have weekly follow-ups. Robert will have
, weekly training and follow-ups to ensure he understands the importance of
harassment.
Part 2: Questions and Conclusions
I would ask Jennifer these questions listed below. These questions would be
conversation starters to make Jennifer comfortable talking about the
situation and seeing how she feels. This will help me determine the
resolution to ensure she will be safe at work going forth and know how to
report any type of situation that she isn’t comfortable with.
Can you tell me what has been happening?
When did harassment start and how often does it happen?
Do you have any documentation or evidence of the harassment such
as messages or emails?
How are you feeling about the situation?
Have you spoken to anyone about the situation?
Have you reported this to any authorities such as a supervisor or HR?
Do you feel safe at work?
Would you like assistance finding resources such as counseling or well-
being programs?
I would conclude with Jennifer by making sure she has support, resources
and assistance if she wants it. I will let her know that this is a serious matter,
and we do not take it lightly. I will be following up with her weekly if she is
comfortable. I will help her with documenting the incident and how to report
them. I will address and prepare any procedure to make sure Jennifer feels
safe and comfortable in the workplace. I would follow up by asking questions
such as “Has anything changed at work since you reported the issue?”, “Do
you feel your concerns are being taken serious?”, “Are you comfortable with
how things are being addressed?” and “Is there anything I can do to support
you right now?”. The conversation will be documented, and times and dates
will be set up for follow-ups.
