Case study on Industrial Conflict

Shirley and Abdul both work for a software development company. The manager of the new
product division was originally the leader of the project team for which she interviewed and hired
Abdul. Shirley, another project team member, also interviewed Abdul, but strongly opposed hiring
him for the project because she thought he was not competent to do the job. Seven months after
Abdul was hired, the manager left the project to start her own company and recommended that
Abdul and Shirley serve as joint project leaders. Shirley agreed reluctantly?"with the stipulation
that it be made clear she was not working for Abdul. The General Manager consented; Shirle y and
Abdul were to share the project leadership. Within a month Shirley was angry because Abdul was
representing himself to others as the leader of the entire project and giving the impression that
Shirley was working for him. Now Shirley and Abdul are meeting with you to see if you can resolve
the conflict between them.
Shirley says: "Right after the joint leadership arrangement was reached with the General Manager,
Abdul called a meeting of the project team without even consulting me about the time or content.
He just told me when it was being held and said I should be there. At the meeting, Abdul reviewed
everyone's duties line by line, including mine, treating me as just another team member working
for him. He sends out letters and signs himself as project director, which obviously implies to
others that I am working for him."
Abdul says: "Shirley is all hung up with feelings of power and titles. Just because I sign myself as
project director doesn't mean she is working for me. I don't see anything to get excited about.
What difference does it make? She is too sensitive about everything. I call a meeting and right
away she thinks I'm trying to run everything. Shirley has other things to do? "other projects to
run. so she doesn't pay too much attention to this one. She mostly lets things slide. But when I
take the initiative to set up a meeting, she starts jumping up and down about how I am trying to
make her work for me."
Question Regarding This Conflict

1. Abdul and Shirley seem to have several conflicts occurring simultaneously. Identify as
many of these individual conflicts as possible.
2. What are the possible ways to deal with the conflict between Abdul and Shirley (not
just

the

ones

that

you

would

recommend,

but

all

of

the

options?

3. Given all the benefits of retrospection, what could or should have been done to avoid
this conflict in the first place?

Case Study

Case study

Recognition and Discipline as Motivator

Described below are three different foodservice employee situations.
You are the
supervisor/manager for each of the employees described below. As you read their stories,
give consideration to how you might help motivate employees to follow safe food handling
practices. After reading the situation, answer the critical thinking questions at the end of
the scenarios and compare your answers to the following:
Notes to Supplement Answers.
Employee A: Amir
Amir is a 19 year old part-time employee. He is new to the operation and has been
employed only 2 months. He was provided training when he started, as is every employee.
Amirs main reason for working is to earn enough money to pay for his gas and car
insurance. Despite Amirs limited time working, he has learned the job duties quickly and
does well following food safety practices. Yesterday, he notified you that the thermometer
reading on the walk-in cooler was at 46F. You were impressed given his limited experience
and noting that Conrad is the employee responsible for monitoring and recording
refrigerator temperatures.
Employee B: Beulah
Beulah is a long-term, seasoned employee. She has been working in the operation for 12
years. Her overall performance has been good and she has served as a role model for
younger, newer employees as she shows up to work in a clean uniform and demonstrates
appropriate hand washing (evident by her standing at the sink singing Happy Birthday
while she lathers up). She diligently checks temperatures of the foods she prepares and
takes action if food is not within the appropriate temperature range. However, lately,
Beulahs attention to food safety has been slipping.
You notice that her temperature logs are not being kept and she seems to do the splash
and dash when she goes to the hand sink.
Employee C: Conrad
Conrad has been a full-time employee at the operation for 1 year. He has responsibility for
dishwashing and completing all records of equipment temperatures (this includes coolers,
freezers, and dish machine). When a temperature is out of the standard range, he is to
notify you about this. On several occasions, he has not recorded the temperatures and/or
not notified you when temperatures were substandard. You have given him a verbal
warning in the past based on these actions. Today, you have confirmed another incident
where he has not checked temperatures and the cooler is above the acceptable temperature
at 46F.
Given the scenario above, consider the following critical thinking questions.
Questions:
1. What factors should be considered before using a recognition or discipline as a motivator?
2. Of the three employees, who is most deserving of recognition?
a. Why is this employee most deserving?

b. What type(s) of recognition or carrots would you consider for this employee?
3. Of the three employees, whose actions might warrant discipline?
a. Why will you consider punishing this person?
b. What actions will you consider the punishments or sticks and why?