Case Study: Dealing with Young Workers

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Del curso dictado por University of California, Irvine

Types of Conflict

412 calificaciones

University of California, Irvine

Types of Conflict

412 calificaciones

Curso 1 de 4 en SpecializationConflict Management

Conflict is everywhere and it is impossible to avoid conflicting viewpoints. However, not all conflict is bad, nor is it inherently negative. How conflict is handled makes all the difference. It is through proper identification and understanding of conflict that allows for effective resolutions, some of which may yield positive outcomes. In this course, we will examine the different types of conflict, how to understand and embrace the positive aspects of conflict, and how to successfully navigate conflict to positive resolution. This course presents the material though video lessons, case studies, and interviews. In each module students will be presented with in-video quiz questions to test their understanding. To further their mastery of the content students will also be asked to complete two peer reviewed assignments. Upon completing this course, you will be able to: 1. Identify the different types of conflict 2. Illustrate the positive aspects of conflict 3. Provide examples of positive ways to deal with conflict

De la lección

Positive Ways of Dealing with Conflict

In this module we will develop positive ways of dealing with conflict, evaluate the cost of conflict, and analyze the impact of conflict to employee engagement and performance.

Positive Ways of Dealing with Conflict Lesson 14:21

Positive Ways of Dealing with Conflict Lesson 23:58

Case Study: Performance Evaluation1:24

Case Study: Silence is Acceptance3:03

Case Study: Dealing with Young Workers3:09

Interview with Karen Kaye5:02

Positive Ways of Dealing with Conflict Lesson 1 Debrief6:23

Positive Ways of Dealing with Conflict Lesson 2 Debrief5:15

Conoce a los instructores

Najla DeBow
Instructor
University of California, Irvine Extension

[MUSIC]

You've been working for a company for quite a few years.

And they have an incredible opportunity to add more head count.

And so you're really excited about that,

you're thinking that will allow a lot helping hands, you might call it,

into your department which will lighten your workload a bit.

What you're struggling with though is that they're hiring all new kids

with no experience.

These kids may be freshly off campus.

Or they may have a couple of years of experience.

But you have inside of you this predetermined position

on how you feel about the new generation of workers.

You're struggling with the idea that you feel that they don't work as hard.

They don't have that old school work ethic that you grew up on.

They don't have the work ethic that your grandparents taught you about.

They take things for granted, and maybe, just maybe, the only thing

that they're concerned about is what they're gonna get out of the situation and

not really what they're gonna give.

So through all of that you're struggling with the new team members.

You're also realizing you're gonna be the one that's gonna be training them.

So what are you gonna do in order to ensure that your conflict is managed?

Because it's an internal conflict that you own.

You have to reflect on it.

You have to own it.

You have to be responsible for it, because your the person

that owns these feelings about this new generation of workers.

The best course of action is to identify first and foremost, that's how you feel.

Don't deny it, don't try to mask it, and

don't try to justify it by giving examples that show that your feeling is right.

If you want to resolve a conflict that you have within yourself

towards these new workers, you need to extend a hand.

You need to become a partner in their on boarding to the work environment.

Most importantly, you need to find out what motivates them,

because you might be surprised.

These new workers want the same or very similar things that you want.

They wanna be able to pay their bills, they wanna be able to feel stimulated in

the work environment and they wanna feel the same respect that you feel.

All of those things can be the same, and I bet, if you take the time and extend your

hand, you'll also find that you have more similarities than you do have differences.

The idea in this particular scenario is to extend yourself as being

the responsible party, the experienced individual in the work environment,

to find resolution to the comfort that you own.

[SOUND]

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