Joy loved her job, but recently had considered quitting. Her easy-going boss had received a well-deserved promotion, leaving her with a new supervisor—one that Joy found challenging to work for. One morning, Joy’s supervisor confronted her about a complaint lodged against her by a co-worker. “Joy, instead of emailing team members about the project, just walk down the hall and work out the details in person,” she said, “people are complaining.” Joy struggled with an ‘invisible disability’ that sometimes made walking difficult and painful and it had a negative impact on her overall performance. Recent stress in the office had caused her symptoms to flare. In fact, she spoke with her doctor, who cautioned her to ‘pace’ herself and to ‘limit the amount of walking’ she did until the flare subsided. When she tried to explain her limitations to her boss and how it affected her interaction with her team and performance, she just did not understand and responded harshly. Crushed, Joy called her husband, sobbing during her lunch hour. “Tim, I cannot do this anymore. I am going to quit!” Tim listened patiently and said, “Joy, you have tried to talk with you supervisor and she did not hear what you were saying. I think you should take it to the next level. Why not talk with human resources to see if they can help?” Joy agreed to meet with human resources, however; she later decided against the idea and so the problems with her boss continued.

Conflict must be actively managed to curtail any negative consequences in an organisation. Discuss the three main methods available for solving the conflict between Joy and the supervisor? 

Answer rating: 100% (QA)

Various techniques can be used to resolve the disagreement between Joy and her boss Here are three major ways that could potentially aid in dispute resolution Communication and Mediation One option is ... View the full answer