Republic of the Philippines
UNIVERSITY RIZAL SYSTEM
Province of Rizal
GRADUATE SCHOOL
Morong Campus
Title of Activity : Case Study # 4
Subject : ED 602- Organization and Administration of
Educational Institutions
Name of Student : Mark Prian P. Iposada
Professorial Lecturer : GARY KEN N. ROBLES, Ed. D.
Introduction
Although there is no major concern, minor details or misunderstandings
can cause significant complications. Yes, there are some issues between the
staffs that are constantly causing disagreements. These issues not only
exacerbate the relationship, but also harm the working environment and the
company's general operations.
Background
No one purposely causes the problems in this area. It all comes down
to human psychology. Dorothy is certainly older than James, according to the
tale. She is now an elderly woman set to enter retirement, whilst James is a
young and active individual. Children and the elderly, as we all know, are
naturally temperamental. When a person reaches his or her sixties, he or she
begins to act childishly. They don't even pay attention to others. So, here's the
problem. The biggest concern in this study was not knowing how to deal with
elderly people.
Alternatives
Dorothy should receive greater attention. James needs to start
practicing being respectful and nice. James must learn to be cool, even if
Dorothy is unpleasant. Being in a higher position does not make someone
more senior than someone who has more experience and is more familiar
with the same work environment. Dorothy may not have as much further
education as James. He now has to show her love, attention, and respect.
The greatest solution may be to maintain healthy relationships and seek
counseling.
Proposed Solution
A lot of factors can lead to conflict. Problems in the setup of a situation.
For example, structural reasons for conflict could include difficulties
scheduling meetings with colleagues in different time zones, one person
believing they are "in charge" but others in the group disagreeing, business
processes taking a long time to implement, making it difficult to complete
tasks on time, and so on.
Poor communication, stereotyping, misconceptions, and time limits are
all common causes of interpersonal conflict. Relationship triggers for a conflict
could look like the following scenarios: a few group members do not respond
to emails in a timely manner, delaying progress for others; someone assumes
that a certain person's disability will prevent them from participating in a
project without asking the person what they feel comfortable doing; a
supervisor moves up a deadline, putting the group under increased time
pressure, and so on.
Some folks haven't fully developed their interpersonal abilities. This
might lead to conflict, especially if one's needs aren't being met by others.
Negative responses to interaction challenges include avoidance and assault.
Interaction triggers can arise when a lone worker is forced to work in a team-
oriented environment or when a worker is unaware that their poor time
management skills are harming the team's ability to complete a project on
time.
We all have distinct perspectives and ideals. Conflict can arise when
these do not align within a working group or when they are questioned.
Values-and-identity triggers might occur when a colleague calls another's way
"wrong" or when a worker refuses to work on a project because it contradicts
their own views.
Recommendations
Conflict is necessary to define the subject, yet it is unavoidable. First,
we must determine the conflict's precursor. What's going on, and who's
involved? Second, we must determine what caused the triggering event.
Finally, we must address the start-up phase. Fourth, we must think about the
differentiation stage. This is the stage in which the disagreement is either
resolved, or intensified.
• passed—in the sense that the problem is dismissed or forgotten.
• refocused—a complaint is filed, but the responsibility for it is
transferred to an outside entity.
• mitigated—in the sense that a complaint has been lodged but has
been resolved.
Finally, we must consider the resolution phase. The disagreement is
settled in this stage. There are two possibilities that could occur: the resolution
and management during the resolution: This is the ideal situation, a win–win
situation. Both sides are satisfied with the outcome and will not have to deal
with the matter again. And during the management: This is a less desirable
situation in which a solution has been discovered but one party is unhappy
with it. The problem is likely to resurface as a result of this conclusion.
Finalizing the Case
We should define ground rules for dealing with conflict now that we know it
will happen and that it can build relationships when handled correctly. Conflict is
more likely to emerge when people are passionate about the goals they are
attempting to achieve, hence conflict can sometimes be an indicator of a committed
and successful organization.
