Monday, April 30, 2007
Help!
Ok so... final projects due this week! I'm having trouble coming up with my demands for a solution to our issue. I am a white police officer that is accusing my black partner of a hate crime because I was shot while she left my side (really she was just repositioning). I dont know how I what I should demand be done about the situation, obviously it will not be the actual resolution to this issue because I am wrongly accusing her, I just need some kind of stance. Should I demand she's fired? Or suspended? Should I demand compensation from her? If anyone has any ideas please throw them my way. Thank you!! (and hopefully this makes sense to those of you not in my group)
Saturday, April 28, 2007
Chapters 9-11
Well Chapter 9 was probably my favorite, by far. It was the easiest for me to comprehend because, like I said previously, I'm a psychology major, and it spoke a language I understand. I liked how conflict was broken down into particular stages: escalation, stalemate and lastly de-escalation (if they can go beyond stalemate). Escalation, itself, has "three dynamics", selective perception, self-fulfilling prophecies, and entrapment.
I personally like discussing self-fulfilling prophecies because I think it is something each of us does in everyday life. It is when you have a belief or even prejudice about someone or something and therefore when you look at they're actions you only observe that which supports your beliefs. Then you react to just those actions and they become what ever it was that you "thought" they were thus, supporting your original hypothesis. I like the saying "If you look for the bad, you will always find it." I think the same is true for the reverse. I think most don’t even realize that they are being prejudice and that it affecting the actual outcome of particular situations.
Chapter 10 discussed a woman's place at the negotiation table and how they approach and handle conflict in a different way, due to psychological differences between males and females. I believe that a blend of these differences is actually effective. Most women would rather talk than "fight" about an issue, and even then, as the book points out, they talk "differently" than men do. I think that a mix is definitely necessary. I found the analysis of women very interesting and right on target as well.
I liked the information provided in chapter 11; the statistics on effective negotiators, and the difference aspects of effective and ineffective aggressive and cooperative negotiators, in particular. I like how the “personalities” were broken down in to objectives, traits and their approach to the same situation. And it also illustrated they’re possible weaknesses as well. I agree that one needs to master both styles in order to adapt according to the situation and the style of the competitor.
I personally like discussing self-fulfilling prophecies because I think it is something each of us does in everyday life. It is when you have a belief or even prejudice about someone or something and therefore when you look at they're actions you only observe that which supports your beliefs. Then you react to just those actions and they become what ever it was that you "thought" they were thus, supporting your original hypothesis. I like the saying "If you look for the bad, you will always find it." I think the same is true for the reverse. I think most don’t even realize that they are being prejudice and that it affecting the actual outcome of particular situations.
Chapter 10 discussed a woman's place at the negotiation table and how they approach and handle conflict in a different way, due to psychological differences between males and females. I believe that a blend of these differences is actually effective. Most women would rather talk than "fight" about an issue, and even then, as the book points out, they talk "differently" than men do. I think that a mix is definitely necessary. I found the analysis of women very interesting and right on target as well.
I liked the information provided in chapter 11; the statistics on effective negotiators, and the difference aspects of effective and ineffective aggressive and cooperative negotiators, in particular. I like how the “personalities” were broken down in to objectives, traits and their approach to the same situation. And it also illustrated they’re possible weaknesses as well. I agree that one needs to master both styles in order to adapt according to the situation and the style of the competitor.
Thursday, April 26, 2007
My Lovely Group
I just got off the phone with my group of fantastic ladies. (minus 1 due to technical difficulties) We have chatted on the class site a few times and have accomplished a lot. We decided to shake things up a bit and do a test run on our conference call (which is how we are presenting). I feel that it was much easier and straightforward than the chat because everyone could take turns speaking and presenting problems that needed to be addressed. In the chat sometimes things were over looked and not answered.
I feel much better now that we’ve actually spoken to each other. I think that we are all on the same page with our assignment which makes matters much easier. All of our views and ideas seem to coincide. I believe we all understand what is expected of us and want to make sure that we give more than just the bare minimum. We each contribute our thoughts and everyone is able to offer feedback. I feel that the communication between all of us is strong. I know if someone doesn’t understand something they have no problem asking for clarification, which helps with the over all process.
I believe that each person in our team is very dedicated to our project and wants to be as helpful as possible. I know in the beginning some of us, including myself, were a little shy, so Myrna led us (thank goodness). I think that now we all feel much more comfortable with ourselves as well as the project and are more willing to voice our opinions and concerns. Myrna finished her portion rather quickly and set a great example for us. Lynnette gave us a new option of presenting via phone conference, thankfully, since none of us had any clue about ilinc. And I, along with Lidia, have set up the basis of the storyline for our conflict. And Brenda is working diligently on our power point. I do not think there is any one leader as of now, just a team aiming toward success together.
I feel much better now that we’ve actually spoken to each other. I think that we are all on the same page with our assignment which makes matters much easier. All of our views and ideas seem to coincide. I believe we all understand what is expected of us and want to make sure that we give more than just the bare minimum. We each contribute our thoughts and everyone is able to offer feedback. I feel that the communication between all of us is strong. I know if someone doesn’t understand something they have no problem asking for clarification, which helps with the over all process.
I believe that each person in our team is very dedicated to our project and wants to be as helpful as possible. I know in the beginning some of us, including myself, were a little shy, so Myrna led us (thank goodness). I think that now we all feel much more comfortable with ourselves as well as the project and are more willing to voice our opinions and concerns. Myrna finished her portion rather quickly and set a great example for us. Lynnette gave us a new option of presenting via phone conference, thankfully, since none of us had any clue about ilinc. And I, along with Lidia, have set up the basis of the storyline for our conflict. And Brenda is working diligently on our power point. I do not think there is any one leader as of now, just a team aiming toward success together.
Reading...
I just have to say that I'm really enjoying this week's reading assignment. It is a lot easier for me to understand this type of analytical explanation; I had some trouble with the past chapters. This is probably due to the fact that it’s more up my alley with the psychological approach (see as I'm a psyc. major) and the others I had no real basis for. Well I better get back to it.
Tuesday, April 24, 2007
Phone Assignment Week 3
Lidia and I were partners this week, she was the employee and I was her manager in the child care department of the YMCA. The evaluation process at the YMCA is a two part process. The first, in the spring, is to set up the goals of the term and what is expected of them. The second, in the fall, is to evaluate the employee’s performance in order to establish pay raise.
Lidia came to be because she only received a 3% pay raise and was expecting 5%. She expressed to me that she feels she did not receive a high enough raise based the work she accomplish. She explained that she wrote all lesson plans, would stay late and increased enrollment to reach capacity.
After hearing her state her case, I explained that due to budget I gave her as much as possible because, after all, there were other employees that needed raises as well. She explained that she felt she did the majority of the work and that the raises should not be equal. I told her that I was unable to discuss other’s raises with her but assured her that the raises are based on merit. I also told her that I was glad she brought this to my attention and that I do not want her to feel underappreciated. I wanted to make it perfectly clear that we felt she was an asset to us and that we valued all her hard work.
I said that I was unable to make the decision myself so I would talk to my supervisor about the issue to see if something could be done about an increase while staying in budget. However, I wanted to make sure that she understood that although I will ask for 5% that it may not be possible but I will make sure we increase it. We agreed to meet on Friday to discuss the outcome.
Lidia came to be because she only received a 3% pay raise and was expecting 5%. She expressed to me that she feels she did not receive a high enough raise based the work she accomplish. She explained that she wrote all lesson plans, would stay late and increased enrollment to reach capacity.
After hearing her state her case, I explained that due to budget I gave her as much as possible because, after all, there were other employees that needed raises as well. She explained that she felt she did the majority of the work and that the raises should not be equal. I told her that I was unable to discuss other’s raises with her but assured her that the raises are based on merit. I also told her that I was glad she brought this to my attention and that I do not want her to feel underappreciated. I wanted to make it perfectly clear that we felt she was an asset to us and that we valued all her hard work.
I said that I was unable to make the decision myself so I would talk to my supervisor about the issue to see if something could be done about an increase while staying in budget. However, I wanted to make sure that she understood that although I will ask for 5% that it may not be possible but I will make sure we increase it. We agreed to meet on Friday to discuss the outcome.
My Speech
Well I finished my major portion of the final project last night, and I couldn’t be more relieved. I know that the majority of my group could not accomplish their portions without mine completed first. It's nice not to have that hanging over my head anymore :)
I am in group E where the conflict is between a white officer, who was shot, and a black officer who is being accused of a hate crime for "leaving" her partner. Our group concluded that she was actually just repositioning, but never the less we have to present the other side of the case. We are doing a role play in order to present and I am the white officer. I had to think of all the reasons why she would conclude that her partner left her intentionally due to discrimination.
Surprisingly enough, I was able to come up with numerous "past" issues between the two partners in order to substantiate her claims. I must admit, my husband helped me a great deal with these points. He is an MP for the Marine Corp. so I figured I might as well get appropriate guidance on the assignment. All in all I feel that I was able to write a good speech for the project. I just hope it was what my group was expecting because I know I could have gone in many different directions with this situation.
I am in group E where the conflict is between a white officer, who was shot, and a black officer who is being accused of a hate crime for "leaving" her partner. Our group concluded that she was actually just repositioning, but never the less we have to present the other side of the case. We are doing a role play in order to present and I am the white officer. I had to think of all the reasons why she would conclude that her partner left her intentionally due to discrimination.
Surprisingly enough, I was able to come up with numerous "past" issues between the two partners in order to substantiate her claims. I must admit, my husband helped me a great deal with these points. He is an MP for the Marine Corp. so I figured I might as well get appropriate guidance on the assignment. All in all I feel that I was able to write a good speech for the project. I just hope it was what my group was expecting because I know I could have gone in many different directions with this situation.
Saturday, April 21, 2007
Phone Assignment Week 2
I had a very enjoyable conversation with Maria this week. I contacted Maria, my Human Resources manager, with a very serious problem I was facing with an employee in which I was supervising.
The employee, who is African-American, is accusing me of discriminating against him. He is claiming that I, being a white female in a management position, am not giving him the same respect, responsibility and bonuses as the other employees I manage because I am racist. Although he is, in fact, the only African-American employee, the reality is that he is not performing as well as the rest of the group. He does not contribute as much to projects and is consistently late to work. When I approached him about these issues is when he claimed that I was discriminating. I explained that I base my observations on the quality of the employee regardless of color.
My concern was how I should go about resolving the matter before he went to someone else making such allegations. I am worried about upholding my character as well as maintaining a healthy work environment for all my employees.
Maria explained that the matter should be dealt with immediately because avoiding it could cause a larger problem and would seem like I was not willing to handle the situation appropriately. We agreed that there should definitely be someone else present when he and I are to discuss this due to the seriousness of the accusations brought against me. I stated that I would want an outside party such as Maria or another HR manager and not anyone from my department involved.
Maria suggested that I offer him as many options as possible in order to resolve the matter. First, to explain my perspective and state that my concerns are with his job performance, that he is not complying with his job duties and it is not race related. Offer to have weekly evaluations of his performance and keep a log of all employee progress. She also suggested that I reinforce his positive aspects instead of strictly focusing on the negative. Next, I should tell him that if he still feels discriminated against, he is more than welcome to file a formal complaint and that I will cooperate with a full investigation of the matter. And lastly, if he wishes to move to another department or under another manager, that I will not hold any personal vendetta against him. I am to express that I want what is best for my employees and to create a healthy work environment for each of them.
I am also to ask him exactly why he feels this way so that we can address each situation directly. It may just be a matter of misunderstanding and miscommunication.
I feel that we were able to come up with numerous solutions to such a sensitive issue. Maria and I were able to work together to come to these resolutions by asking questions and attempting to explore all possible avenues.
Thank you Maria! I feel we accomplished a great deal!
The employee, who is African-American, is accusing me of discriminating against him. He is claiming that I, being a white female in a management position, am not giving him the same respect, responsibility and bonuses as the other employees I manage because I am racist. Although he is, in fact, the only African-American employee, the reality is that he is not performing as well as the rest of the group. He does not contribute as much to projects and is consistently late to work. When I approached him about these issues is when he claimed that I was discriminating. I explained that I base my observations on the quality of the employee regardless of color.
My concern was how I should go about resolving the matter before he went to someone else making such allegations. I am worried about upholding my character as well as maintaining a healthy work environment for all my employees.
Maria explained that the matter should be dealt with immediately because avoiding it could cause a larger problem and would seem like I was not willing to handle the situation appropriately. We agreed that there should definitely be someone else present when he and I are to discuss this due to the seriousness of the accusations brought against me. I stated that I would want an outside party such as Maria or another HR manager and not anyone from my department involved.
Maria suggested that I offer him as many options as possible in order to resolve the matter. First, to explain my perspective and state that my concerns are with his job performance, that he is not complying with his job duties and it is not race related. Offer to have weekly evaluations of his performance and keep a log of all employee progress. She also suggested that I reinforce his positive aspects instead of strictly focusing on the negative. Next, I should tell him that if he still feels discriminated against, he is more than welcome to file a formal complaint and that I will cooperate with a full investigation of the matter. And lastly, if he wishes to move to another department or under another manager, that I will not hold any personal vendetta against him. I am to express that I want what is best for my employees and to create a healthy work environment for each of them.
I am also to ask him exactly why he feels this way so that we can address each situation directly. It may just be a matter of misunderstanding and miscommunication.
I feel that we were able to come up with numerous solutions to such a sensitive issue. Maria and I were able to work together to come to these resolutions by asking questions and attempting to explore all possible avenues.
Thank you Maria! I feel we accomplished a great deal!
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