Question

"there is a major conflict going on in andy's department. workers do not trust andy. they resent his authoritarian style, and they resist his instructions and suggestions. andy sees the workers as "drones," and they think of him as "darth vader." initially, andy's manager tells the workers to "put up with it" and to "get back to work." he refuses to listen to their complaints and imposes his instructions with a threat of discipline. a group of employees discusses the problem. jane suggests that they just drop it and go back to work. she doesn't want to lose her job and fears that even if they win, their working relationship with andy will be damaged beyond repair"

Answer 1

Answer:

1. If the company doesn't do something with Andy, it runs the risk of ____.

• a. losing valuable employees
• b. a reduction in productivity

When an individual works for a company they are both exchanging things: an employer provides work because he/she needs the salary, and the company provides the pay because they need the employee's work and they earn money from it.  

If this problem is not solved both the employees and the company will lose, since the employees might start looking for work somewhere else and while doing so their productivity will fall. If you are unhappy and you want to leave, then your motivation for performing is very low.

The third option about the unions is not relevant because many unionized workers are efficient and productive and so are their companies, they are not evil and bad per se.

2. Which style of conflict management is a cooperative/nonassertive style?Question options:

• b. Accommodating

Nonassertive behavior requires that a person does not put emphasize on his/her own personal feelings and rights, and instead tries to understand the rights or needs of others. Generally nonassertive behavior is not considered positive because you are hiding your needs and feelings, but in this case, the accommodating style doesn't mean that you hide your feelings and needs, but instead you put them aside. the reason why you put aside your feelings is to focus on the general well being and cooperate with others to reach a solution.

In this case, the employees dislike Andy and the feeling is mutual, but they are trying to put aside their bad feelings to try work things out.

Answer 2

Jane suggests that they just drop it and go back to work. She doesn't want to lose her job and fears that even if they win, their working relationship with Andy will be damaged beyond repair. Malcolm suggests that they go back to Andy's boss and explain that they think talking about Andy's behavior could improve productivity and quality. He tells the group they ought to write down and present the substance of their concerns, not just attack Andy's management style. Malcolm thinks they can work this out without removing Andy or getting fired themselves.

Refer to Case 13.1.

1. If the company doesn't do something with Andy, it runs the risk of ____.

a. losing valuable employees

b. a reduction in productivity

c. employees unionizing

d. all of these

2. Which style of conflict management is a cooperative/nonassertive style?Question options:

a. Avoidance

b. Accommodating

c. Compromising

d. Problem-solving

Answer:

1. d

2. b.

Explanation:

1. When employees are dissatisfied with their boss, feelings of resentment often becomes part of the employees leading some to leave their jobs, or even deliberately reducing their productivity level or to form a union that could protect their interest.

2. A cooperative/nonassertive style of conflict management is indeed an accommodating and toleration driven. It allows employees to discourse issues freely without fear of being punished for expressing views.