A Global ProTech employee contacts you, her HR professional, because she has a concern about her department manager, who she describes as rude and unappreciative. In addition, the employee expresses that she believes the manager has taken credit for her work on a project. She adds that her manager’s emails are often impersonal, harsh, and curt. She is frustrated and does not know what to do to improve the working relationship with her manager. You also meet with the manager to review the manager’s actions leading up to the meeting, along with the interactions between the manager and the employee. Then, you schedule a meeting with the employee and the manager to assist with managing this conflict situation. You realize that before the meeting, you need to take time to reflect on and plan the meeting agenda and what you will do.
It is now 4 weeks later. The action plan that you had decided on together was implemented by the manager, and you have met with the employee for an update. The employee shares that the situation with her manager has not improved. You are well aware that it is your job, as the HR professional, to intervene, as the factors and behaviors are escalating. What will you do next?
To complete this Assignment, review the Learning Resources, as well as research other quality resources, in order to respond to the following key points in a 2- to 3-page academic paper.
Analyze the situation in order to develop your own conflict resolution model that can be applied to guide and solve this situation.
Outline the breakdown of the steps you will take to sequentially solve this conflict. Include both skills and strategies you will need to apply.
Provide your rationalization for the steps (skills and strategies) that you are recommending for this situation.
Explain how your conflict resolution model/approach (your steps, skills, and strategies) could apply to other conflict situations in the workplace. Explain your rationale and include examples.
