The document describes a conflict between a new manager, Thelma, and one of her employees, Albert, over how work contributions are credited in team reports. Thelma always writes only her name on reports, while Albert's previous manager wrote both names. This causes tension. Their styles are described as Thelma having an oppressive style where she wants to be obeyed, while Albert uses conciliation and wants to discuss a solution. Potential solutions are proposed for Albert to suggest to Thelma, with the most likely outcome being that Thelma orally thanks Albert at meetings, achieving a partial resolution.
2. • 1: Collective source = dysfunction due to an hierarchical
organisation. Thelma is a manager, she’s used to take the
responsibility of her team work by writing her name on the
reports. Whereas Albert is used to be mentioned for the work he
does. So the way Thelma acts is different from Albert’s previous
manager.
• 2 : Behaviors :
• Thelma = oppressive style. As a manager she uses her authority.
She wants to be obeyed. The team must respect her decisions.
• Albert : conciliation style : the stake is important for him as
Thelma is his new manager. He has a lot to loose if the conflict
remains the same. But it’s very difficult for him to accept not to
be recognized for his work so he would like to find a solution by
discussing with Thelma
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3. • 3 :
• 1 : Your turn : Albert asks thelma to explain her point of view. She says that she
has always worked with managers who wrote their only name on the report she
did. As a manager she has to take the responsibility as if Albert wrote the report
it’s because she has delegated this task to him. She’s emotional as her voice
went up. Albert reformulate what he has understood.
• 2 : My turn : Albert thanks Thelma for her sharing. He explained his point of
view. His previous manager always wrote his name on the report. He’s used to
work like this, to be recognized as a junior author below the name of the
manager. So his experience is different from Thelma’s one.
• 3 : Mutual planning : it can be difficult to find a solution as Thelma is very
resentful. So the idea is to write what could be the solutions that Albert can
propose and then see which one could be suitable toThelma’s as for the moment
she’s not in the mood to find a solution to this conflict. Albert has just to obey
her.
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4. • Albert’s solutions :
- Put his name below Thelma’s one like before
- Write his name at the end of the report
- Thelma can thank him at the end of the meeting for his help
- Write a message at the beginning of the report to thank the team and
precising that this report has been written thanks to albert collaboration.
• Given that thelma is very upset and sure about her good way of acting, the
maximum she can do at this time is accepting to thank him orally during the
meeting.
• 4 : Follow through : wait for the next meeting to see if Thelma will apply it. And
for Albert keep on collaborating with her efficiently to make her trust him, have
confidence about his work quality and his competencies. So in a near future
she would accept to put his name on the report.
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5. • 4 : The possible outcome : if Thelma is OK to mention
orally the name of Albert during the meeting and thanks
him for his help the outcome is BARGAINING. Each side
wins half :
- Albert will be recognized (not in the written way but
better orally than nothing)
- Thelma will accept to change her way to act by doing
something new = recognize the help of her team in
front of a collective of people.
- But if Thelma is not agree to mention Albert orally so
the outcome will be Acquiescence as Albert will have to
follow her advice. But it won’t be a real outcome as
Albert will remain resentful.
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