case on industrial conflict

7/26/2019 Case on Industrial Conflict

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Case study on Industrial Conflict

Shirley and Abdul both work for a software development company. The manager of the new

product division was originally the leader of the project team for which she interviewed and hired

Abdul. Shirley, another project team member, also interviewed Abdul, but strongly opposed hiring

him for the project because she thought he was not competent to do the job. Seven months after

Abdul was hired, the manager left the project to start her own company and recommended that

Abdul and Shirley serve as joint project leaders. Shirley agreed reluctantly?"with the stipulation

that it be made clear she was not working for Abdul. The eneral !anager consented Shirley and

Abdul were to share the project leadership. #ithin a month Shirley was angry because Abdul was

representing himself to others as the leader of the entire project and giving the impression that

Shirley was working for him. $ow Shirley and Abdul are meeting with you to see if you can resolve

the conflict between them.

Shirley says% "&ight after the joint leadership arrangement was reached with the eneral !anager,

Abdul called a meeting of the project team without even consulting me about the time or content.

'e just told me when it was being held and said ( should be there. At the meeting, Abdul reviewed

everyone)s duties line by line, including mine, treating me as just another team member working

for him. 'e sends out letters and signs himself as project director, which obviously implies to

others that ( am working for him."

Abdul says% "Shirley is all hung up with feelings of power and titles. *ust because ( sign myself as

project director doesn)t mean she is working for me. ( don)t see anything to get e+cited about.

#hat difference does it make? She is too sensitive about everything. ( call a meeting and right

away she thinks ()m trying to run everything. Shirley has other things to do?"other projects to

run. -so she doesn)t pay too much attention to this one. She mostly lets things slide. ut when (

take the initiative to set up a meeting, she starts jumping up and down about how ( am trying to

make her work for me."

Question Regarding This Conflict

/. Abdul and Shirley seem to have several conflicts occurring simultaneously. (dentify as

many of these individual conflicts as possible.

0. #hat are the possible ways to deal with the conflict between Abdul and Shirley 1notjust the ones that you would recommend, but all of the options?

2. iven all the benefits of retrospection, what could or should have been done to avoid

this conflict in the first place?


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Case Study

Case study


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Recognition and Discipline as Motivator

3escribed below are three different foodservice employee situations. 4ou are thesupervisor5manager for each of the employees described below. As you read their stories,

give consideration to how you might help motivate employees to follow safe food handlingpractices. After reading the situation, answer the critical thinking 6uestions at the end of

the scenarios and compare your answers to the following%

Notes to Supplement Answers

!mployee A" Amir

Amir is a /7 year old part8time employee. 'e is new to the operation and has been

employed only 0 months. 'e was provided training when he started, as is every employee.

Amir9s main reason for working is to earn enough money to pay for his gas and carinsurance. 3espite Amir9s limited time working, he has learned the job duties 6uickly and

does well following food safety practices. 4esterday, he notified you that the thermometer

reading on the walk8in cooler was at :;onrad is the employee responsible for monitoring and recording

refrigerator temperatures.

!mployee #" #eulah

eulah is a long8term, seasoned employee. She has been working in the operation for /0years. 'er overall performance has been good and she has served as a role model for

younger, newer employees as she shows up to work in a clean uniform and demonstratesappropriate hand washing 1evident by her standing at the sink singing -'appy irthday

while she lathers up. She diligently checks temperatures of the foods she prepares andtakes action if food is not within the appropriate temperature range. 'owever, lately,

eulah9s attention to food safety has been slipping.

4ou notice that her temperature logs are not being kept and she seems to do the -splash

and dash when she goes to the hand sink.

!mployee C" Conrad

>onrad has been a full8time employee at the operation for / year. 'e has responsibility for

dishwashing and completing all records of e6uipment temperatures 1this includes coolers,

free@ers, and dish machine. #hen a temperature is out of the standard range, he is tonotify you about this. n several occasions, he has not recorded the temperatures and5or

not notified you when temperatures were substandard. 4ou have given him a verbalwarning in the past based on these actions. Today, you have confirmed another incident

where he has not checked temperatures and the cooler is above the acceptable temperatureat :;


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b. #hat type1s of recognition or -carrots would you consider for this employee?

2. f the three employees, whose actions might warrant discipline?

a. #hy will you consider punishing this person?

b. #hat actions will you consider the punishments or -sticks and why?

case on industrial conflict

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