Conflict Resolution Case Study

he problem within the workplace is hostility which can be toxic to the efficiency determination, and collaboration with the work environment. There has been a lot of tension with the coworkers and management staff because management has not demonstrated effective conflict resolution techniques. In the story Sheila has concerns because management has not intervened to alleviate the prevalent behavior of the hostile employee. The employee continues the rant and express outburst that disturbs the office which can be challenging when expressing emotions. According to Egan (2006) he states that managing our emotions and the way we express them is part of social intelligence. Some emotions are bottles up and some are quite visible (Egan, 2006).

The outcome for the bad behavior in the workplace is to show management how the situation is causing anxiety with other employees. Outcomes and impact is about articulating goals and an evaluation to measure progress with the intention of reaching the goal. The goal in the hostile workplace is to have mediation between the employees to determine the best outcome from an uncomfortable situations. It is important to help the client look beyond the fiasco but towards success and construct different situations. Working with clients who are dealing with hostile work environments the helpers must encourage the client to be specific and state goals in terms of definite

For example, a client who achieves the long desired sobriety may also realize that in addition to remaining sober his performance at work has improved as have his relationships with his spouse and his children. Be aware of the multiple layers of impact that achieving sobriety has, as it helps to maintain the client’s motivation and goal directedness. Time Goals that are time-bound, that is, having a clearly identified target date and time, increase motivation for goal achievement (Fried & Slowik, 2004). The time lines not only serve as a motivator but also provide both the client and counselor the means for gauging progress and adjusting strategies if need be. In setting a time line for goal achievement, it may be obvious that sufficient time be allowed, however what may not be as obvious is that it is important not to provide too much time. Setting an unnecessary lengthy time horizon for goal achievement may invite the client to slow efforts and even result in a loss of motivation with goal attainment taking too long. Needless to say, the time line