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The main problem in this case study is the misunderstanding between the immediate supervisor Corey and employee Stacy. The staff member claims that his supervisor is extremely unapproachable, arrogant, and unsupportive. He does not provide Stacy with enough details about the tasks that should be completed, which leads to him not being able to complete his work properly. At the same time, Corey claims that employees should understand the nature of the organization and working priorities. Stacy simply comes to the office, finished his working day at 4:30, and leaves home without completing all the tasks effectively. Thus, it can be stated that both individuals have very strong positions and are very angry with the situation.
Since, based on the scenario, it is hard for parties to work together and achieve common ground because of the differences in their working styles, a possible solution is to assign Stacy with another supervisor. This strategy would help to find someone who would provide this employee with the needed guidance and support. However, such a strategy will mean that the situation will be avoided. It would be more beneficial to engage both parties in a discussion and come up with a solution that would satisfy both of them (“What are the five conflict resolution strategies?,” 2020). By applying this method, individuals will be more likely to understand their mistakes, concerns, and learn to work together. Therefore, this would mean that a collaborative model of conflict resolution is implemented. Encouraging collaboration instead of avoiding the conflict would be the best solution since it would allow open communication, understanding, and the increased likelihood to advance the operations of the company.
Reference
What are the five conflict resolution strategies? (2020). Portland Community College.
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