Certainly, here is a table outlining the conflicts, parties involved, impact, proposed techniques, expected outcomes, and considerations for termination:

Conflict Parties Involved Impact on Unit Technique to Handle Expected Outcome Consideration for Termination

Unapproved Flex Schedule Nancy Wilson $($Employee$),$ Predecessor Disruption of Work Schedule and Team Coordination Establish Clear Policies Communicate and Implement Consistent Work Schedules Reevaluate Nancy's commitment to the team and performance

Non$-$Accountability Culture Various Staff, Unit Supervisors Reduced Productivity, Lower Morale, Inefficiency Enforce Accountability Rules Implement Attendance Tracking, Establish Consequences Consider termination for consistent violators

Selective Job Responsibilities Various Staff, Unit Supervisors Incomplete Tasks, Unbalanced Workload Redefine Job Roles Clarify Job Descriptions, Emphasize Team Collaboration Performance review; consider termination for refusal

Excessive Absenteeism $($Betty Bunn$)$ Betty Bunn $($Employee$),$ Co$-$workers Increased Workload on Co$-$workers, Lower Morale Implement Attendance Policies Review Attendance Patterns, Disciplinary Actions Consider termination if attendance issues persist

Supervisor Second$-$Guessing Decisions Unit Supervisor, You $($Manager$)$ Reduced Team Cohesion, Lack of Respect Establish Clear Leadership Open Communication, Clarify Roles and Expectations Performance review; consider termination for insubordination

Departmental Reputation for Inefficiency Entire Department Negative External Perceptions, Potential Loss of Business Implement Performance Metrics Improve Work Processes, Foster a Positive Work Environment Consider termination for consistent underperformance

References:

$($Note: As of my last knowledge update in January $2022,$ the specific APA references are not applicable. Please refer to the latest APA guidelines for formatting references.$)$

In addressing these conflicts, it is essential to follow due process and give employees opportunities for improvement before considering termination. Regular communication, coaching, and providing resources for improvement should be part of the approach.Certainly, here is a table outlining the conflicts, parties involved, impact, proposed techniques, expected outcomes, and considerations for termination:

Conflict Parties Involved Impact on Unit Technique to Handle Expected Outcome Consideration for Termination

Unapproved Flex Schedule Nancy Wilson $($Employee$),$ Predecessor Disruption of Work Schedule and Team Coordination Establish Clear Policies Communicate and Implement Consistent Work Schedules Reevaluate Nancy's commitment to the team and performance

Non$-$Accountability Culture Various Staff, Unit Supervisors Reduced Productivity, Lower Morale, Inefficiency Enforce Accountability Rules Implement Attendance Tracking, Establish Consequences Consider termination for consistent violators

Selective Job Responsibilities Various Staff, Unit Supervisors Incomplete Tasks, Unbalanced Workload Redefine Job Roles Clarify Job Descriptions, Emphasize Team Collaboration Performance review; consider termination for refusal

Excessive Absenteeism $($Betty Bunn$)$ Betty Bunn $($Employee$),$ Co$-$workers Increased Workload on Co$-$workers, Lower Morale Implement Attendance Policies Review Attendance Patterns, Disciplinary Actions Consider termination if attendance issues persist

Supervisor Second$-$Guessing Decisions Unit Supervisor, You $($Manager$)$ Reduced Team Cohesion, Lack of Respect Establish Clear Leadership Open Communication, Clarify Roles and Expectations Performance review; consider termination for insubordination

Departmental Reputation for Inefficiency Entire Department Negative External Perceptions, Potential Loss of Business Implement Performance Metrics Improve Work Processes, Foster a Positive Work Environment Consider termination for consistent underperformance

References:

$($Note: As of my last knowledge update in January $2022,$ the specific APA references are not applicable. Please refer to the latest APA guidelines for formatting references.$)$

In addressing these conflicts, it is essential to follow due process and give employees opportunities for improvement before considering termination. Regular communication, coaching, and providing resources for improvement should be part of the approach.