Individual Assignment 3: Answer Each Question And Provide Su

Individual Assignment 3: Answer each question and provide support (citations and references) for your answers

Individual Assignment 3: Answer each question and provide support (citations and references) for your answers. You may use the textbook as support. Use correct citation and reference format, as well as correct spelling, punctuation, and grammar. Be sure to see the rubric on the class website. Please double space your Word submission.

I have given suggestions as to page length, but this does not include the question itself. The entire assignment is worth 600 points. If you have any questions, please contact me. Answer each of the three questions below. Answers to 1 and 2 together are worth 200 points. Answer to 3 is worth 200 points.

Question 1

You have read about conflict and negotiation and viewed videos on the topics. Using those, read the scenario and choose the two most desirable alternatives. Juan is a module team leader; his module consists of four complex and expensive machines and five team members.

The work is exacting, and inattention or improper procedures could cause a costly mistake or serious injury. Juan suspects that one of his team members is taking drugs on the job, or at least showing up under the influence. Juan has some indications but no proof. If you were Juan, which of the following two options might you choose:

• a. Confront the member: Say what you suspect, why, and that you are concerned for her/him and for the safety of the rest of the crew.
• b. Ask that the suspected offender keep his habit off the job; what s/he does on the job is your business.
• c. Not confront the individual right now; it might either turn her/him off or drive the evidence underground.
• d. Tell the member that it is illegal and unsafe; if s/he gets caught, you will do everything you can to see that s/he is fired.
• e. Keep a close eye on the member to see that s/he is not endangering others.

Question 2

From answer #1, in about one page, choose one of the options that you believe would be the best and explain why. Be sure to support your opinions with citations. Be sure to define which style of conflict management or negotiation you are using and how successful you think your choice will be. Remember to put definitions and citations of the concepts that you use.

Question 3

You are one of three members working on a project for class. All three of you are having problems deciding how to proceed with the project. In about one page, report how you would resolve this issue. Include the type of negotiation that you plan to use and your estimation of the chances of success by using it. Remember to put definitions and citations of the concepts that you use.

Optional Question 4

Think of an important decision that you made during the past year or so. In about one page, discuss how your decision-making matched (or did not match) each factor in decision-making processes, particularly problem solving, satisficing, and uncertainty. Remember to put definitions and citations of the concepts that you use.

Optional Question 5

If you were going to design an organizational structure for a new venture, in about one page discuss what elements would you consider most important. Remember to put definitions and citations of the concepts that you use.

Paper For Above instruction

Question 1: Selecting the Most Desirable Alternatives

In management scenarios involving sensitive issues such as suspected employee substance abuse, understanding the dynamics of conflict and negotiation is crucial. The scenario presented involves Juan, a team leader overseeing complex machinery, concerned about a team member possibly under the influence of drugs. Selecting appropriate responses requires weighing the potential outcomes of confrontation versus non-confrontational strategies, grounded in conflict management styles.

Among the options, the most desirable alternatives are (a) confronting the employee directly and (e) closely monitoring the employee’s actions. Confrontation, when handled appropriately and with sensitivity, aligns with a collaborative or integrative conflict management style, which aims to resolve issues through open communication and mutual problem-solving (Rahim, 2011). It emphasizes addressing the problem directly, allowing for honest dialogue that can lead to understanding and corrective action. Monitoring, on the other hand, is a passive yet proactive approach that minimizes escalation and preserves team harmony while ensuring safety (Thomas & Kilmann, 1974).

Question 2: Justification of the Chosen Alternative

The preferred choice is to confront the team member directly. This approach embodies the collaborative conflict management style, which emphasizes open dialogue, problem-solving, and mutual agreement (Rahim, 2011). Confrontation involves expressing concerns honestly and respectfully, focusing on safety and team effectiveness. This is supported by research indicating that direct communication allows for addressing sensitive issues proactively, reducing risks of accidents or injuries stemming from unaddressed drug impairment (Cohen, 2015). The style's success depends on employing assertiveness and empathy, which can de-escalate tensions and foster trust. Conversely, avoiding confrontation, such as option (c), might delay the resolution but risk continued unsafe behavior.

The success of this strategy relies on Conflict Resolution Theory, which advocates for integrative negotiation to find mutually beneficial solutions (Fisher & Ury, 1981). By directly confronting the issue with a focus on safety rather than punishment alone, Juan can promote an open environment that encourages honesty and accountability. This approach, however, requires skill in communication and emotional intelligence to prevent defensiveness, which is critical for its effectiveness (Goleman, 1995).

Question 3: Resolving a Class Project Disagreement

In a project teamwork scenario where disagreement exists among three members, I would opt for integrative negotiation to resolve the issue. This method involves collaborative problem-solving to find an option that satisfies the interests of all parties (Fisher & Ury, 1981). First, I would facilitate a discussion to clarify each member's concerns and objectives, encouraging open communication without assigning blame. Then, I would guide the group toward brainstorming possible compromises or solutions that align with the project goals and individual preferences. This approach fosters a sense of shared ownership and commitment, increasing the likelihood of success (Lewicki, Barry, & Saunders, 2015).

The chances of success using integrative negotiation are high if all members participate with genuine intent to collaborate, maintaining focus on mutual interests rather than positions (Shell, 2006). The process encourages transparency, creative problem-solving, and relationship building, which are essential for group cohesion and effective decision-making. Potential barriers include entrenched positions or lack of trust; however, employing active listening and reframing techniques can help overcome these issues (Carnevale & Pruitt, 1992).

References

• Carnevale, P. J., & Pruitt, D. G. (1992). Negotiation in social conflict. Thomson Brooks/Cole.
• Fisher, R., & Ury, W. (1981). Getting to yes: Negotiating agreement without giving in. Penguin.
• Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. Bantam.
• Lewicki, R. J., Barry, B., & Saunders, D. M. (2015). Negotiation (7th ed.). McGraw-Hill Education.
• Rahim, M. A. (2011). Managing conflicts in organizations (4th ed.). Routledge.
• Shell, G. R. (2006). Bargaining for advantage: Negotiation strategies for reasonable people. Penguin.
• Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann conflict mode instrument. Xicom.