As the Senior Human Resources Officer, you are approached in your office one day by a male employee. The employee is undergoing a gender transition processes, has been working for the organization for roughly five months and seems to feel supported, productive, and well adjusted. The employee is at the point where she wants to change her name and gender label from male to female. The employee appears to do her job well and has had no complaints made about either her work, or her demeanour. She shares with you that she is feeling bullied by her peers and that they have been picking on her since the day she began working with the company.

After your meeting with the employee, you are immediately approached by her supervisor who admits to never handling anything like this before and to being concerned to miss something, make a mistake, or offend people during the conflict resolution process.

As a professional peer, you offer to make a step-by-step conflict resolution checklist and tool that you can walk through together to resolve this conflict and bring the team to a place of balance and respect.

Step 1:

Begin by outlining the approach that you will take to explore the conflict, gather facts and investigate the claims. Write down a step-by-step approach that you will use, including a checklist that will be provided to the manager, outlining the rationale for each step. Link how will you use this information to frame your approach to resolving the issue.

Keep in mind that while you have been presented with a specific context, the assignment is broad in that you are expected to present your knowledge of conflict, common sources/causes of conflict, proven conflict resolution strategies before applying this knowledge to build your solution to the specifics of the scenario. Review the Rubric to confirm the evaluation criteria for the assignment. Submitting a step-by-step approach without any rationale for why you have the step-by-step approach will not earn substantial grades.

To reinforce the above paragraph, this assignment is designed for you to apply your knowledge and understanding of the conflict concepts and models you have been learning, so while the context of the scenario is a case of potential bullying, you need to keep your assignment at the conflict level and not specifically at bullying. You are developing a conflict resolution strategy that can be used in any conflict situation. Do not get caught in the trap of spending all your assignment explaining the legal implications of bullying in the workplace. That is not the objective of the assignment.

Be sure to:

• explain how you will root your solution in workplace norms and values.
• link your solution to proven conflict resolution strategies.
• explain why you chose the conflict resolution framework that you did
• use the formula of naming the concept, defining the concept, and applying the concept to the assignment task.
• describe any work experience you have had with conflict and how conflict resolution strategies were used to resolve the situation

demonstrate your understanding of concepts and models learned in previous Modules by incorporating appropriate concepts and models into your conflict-based assignment. For example, communication models would certainly apply to this assign.