Purpose: In this assignment, we begin to apply the things we are learning about identity, emotion, and conflict to a scenario that mimics real life. Learning to apply these principles is essential if we are to bring about change, and ultimately peace, in our own lives and in the lives of others.

Assignment – Read the following scenario:

You have been working in your current position with TGIF & Co. for the past three years. You like your job, and…for the most part…you like the people you work with. Terry, your best friend, and co-worker has also worked for TGIF for several years. The two of you carpool to work on most days, and your kids go to the same school. Your families have even been known to vacation together. 

Lately, though, Terry has not been pulling the load at work. You’ve noticed that your friend is spending lots of time on social media during the day and has missed several deadlines which is affecting several other co-workers’ jobs. You’re concerned and maybe a little angry because your friend seems distant and withdrawn. You’ve been best friends for years, but now it seems like things are going downhill fast.

Using each of Augsburger’s five guidelines for confrontation, explain how to address this growing problem with your friend. Each response should clearly incorporate the material we have covered in class so far. A minimum of three references is required.

ANSWER

“Applying Conflict Resolution Strategies: Confronting a Friend in the Workplace”

Introduction

Conflict is an inevitable part of human interactions, and it can arise even in the closest of relationships, including friendships at the workplace. Confronting a friend, especially when their behavior negatively impacts work, is a delicate and challenging task. In this essay, we will apply David W. Augsburger’s five guidelines for confrontation to address the issue of a friend, Terry, whose declining performance is affecting the workplace environment.

Guideline 1: Go to the person

The first step in confronting Terry is to initiate a private and respectful conversation. Choose an appropriate time and setting to discuss the issue, ensuring that it is a comfortable and safe environment for both parties. Begin the conversation with empathy and understanding, acknowledging the long-standing friendship and the value it holds. Express concern about the observed changes in Terry’s behavior at work and how it is affecting both the team and the overall work environment. Use “I” statements to convey your feelings, such as “I feel concerned about your recent behavior at work.”

Guideline 2: Understand your own emotions

Before addressing the issue with Terry, it is essential to understand and manage your own emotions. In this case, you have mentioned feeling concerned and perhaps a bit angry about Terry’s performance and distant behavior. It is crucial to acknowledge these emotions and approach the conversation with emotional intelligence. Recognize that your friendship with Terry may make this confrontation emotionally charged, but separating your personal feelings from the workplace issues is vital for a productive discussion.

Guideline 3: Communicate with respect

Effective communication is key to resolving conflicts. When addressing Terry, maintain a respectful and non-confrontational tone. Avoid blaming or accusing language and focus on the observed behaviors and their consequences. Use active listening skills to allow Terry to express their perspective and feelings. Show empathy and understanding, demonstrating that your intention is not to criticize but to find a solution that benefits both the friendship and the workplace.

Guideline 4: Listen with empathy

During the conversation, it is essential to listen actively and empathetically to Terry’s perspective. Your goal is to understand the reasons behind Terry’s recent behavior, as it might be rooted in personal or work-related issues. Show empathy by validating their feelings and experiences. Ask open-ended questions to encourage Terry to share their concerns and thoughts. This approach can help uncover underlying issues and pave the way for a mutually agreeable solution.

Guideline 5: Talk to a trusted third party

In some cases, especially when the issue remains unresolved, involving a trusted third party can be beneficial. This could be a supervisor, HR representative, or a mediator. Before taking this step, communicate with Terry about your intentions and the need for outside assistance. Emphasize that the goal is to find a solution that benefits both the friendship and the workplace. A neutral third party can provide an objective perspective and guide the discussion towards a resolution.

Conclusion

Confronting a friend in the workplace, especially when their behavior is negatively impacting the work environment, requires sensitivity, effective communication, and empathy. By following Augsburger’s five guidelines for confrontation – going to the person, understanding your own emotions, communicating with respect, listening with empathy, and considering involving a third party – you can address the growing problem with your friend, Terry, in a way that preserves the friendship while seeking a resolution that benefits both the individuals and the organization. Conflict resolution skills are essential in maintaining healthy workplace relationships and fostering a harmonious work environment.