homework assignment due january 22, 2015 alvin isd, manvel high school 19601 highway … ·...

HOMEWORK ASSIGNMENT – DUE January 22, 2015 Alvin ISD, Manvel High School

19601 Highway 6 Manvel, TX 77578 281.245.2232

8:30 a.m. – 3:30 p.m.

Name: ______________________________________________________

District: __________________________________________________

Homework Activity Self Assessment

Due January 22Σ нлмр

Name 3 things about your work that you enjoy.

1. 2. 3.

Name 3 things you dislike. 1. 2. 3.

Name 3 things that you enjoy doing at home.

1. 2. 3.

Name 3 things you dislike. 1. 2. 3.

Compare your lists. Are there any items on your negative lists that could be assigned to someone else? Are there any items on your positive lists that you can do more often? Name 1 way that you can move an item on the negative list to the positive list.

Conflict and Challenge in the Workplace—Homework Handout

National Food Service Management InstituteThe University of Mississippi

P. O. Drawer 188University, MS 38677-0188

Phone: 800-321-3054Fax: 800-321-3061

E-mail: [email protected]: www.nfsmi.org

This project has been funded at least in part with Federal funds from the U.S. Department of Agriculture, Food and Nutrition Service through a grant with The University ofMississippi. The contents of this program do not necessarily reflect the views or policies of the U.S. Department of Agriculture, nor does mention of trade names, commercial products,or organizations imply endorsement by the U.S. Government. The University complies with all applicable laws regarding affirmative action and equal opportunity in all its activitiesand programs and does not discriminate against anyone protected by law because of age, color, disability, national origin, race, religion, sex, or status as a veteran or disabled veteran.

Conflict and Challenge in the WorkplaceNational Food Service Management Institute 1

Response to Conflict

When conflict occurs at work, how do you usually handle it? After each of the followingtechniques, indicate whether you use it often, occasionally, or rarely.

Technique used to handle conflict

Often Occasionally Rarely

Avoid the person or subject

Change the subject

Try to understand the other person’spoint of view

Get another person to decide who isright

Play the martyr

Give in

Apologize

Try to identify specifically what youagree or disagree on

Whine or complain to get your way

Pretend to agree

Admit that you are wrong, even if youdo not believe you are

Fight it out

Turn the conflict into a joke

Work toward a mutual solution

Most of us use different techniques for resolving conflict with different people. Sometimesdifferent situations require different techniques. Often we use a limited number oftechniques to resolve conflict.

Conflict and Challenge in the Workplace

National Food Service Management Institute 2

Assumptions About, Causes of, and Value of Conflict

Causes of Conflict What Does it Mean? What is the Value to You?

Misunderstanding When individuals do not hearwhat is being said.

Personality clashes When individuals do not value“people just like me.”

Competition forresources

When employees believe they arebetter off competing forresources rather thancooperating.

Authority issues When employees lack confidencein their leaders or perceiveoveruse of authority.

Lack of cooperation When one person does not shareinformation with the wholegroup.

Differences overmethods or style

When agreement does not existon standard ways of completing atask.

Low performance When individuals are notworking to their potential.

Value or goaldifferences

When individuals value differentoutcomes or objectives.

The Value of Conflict

Conflict is destructive when it:< Diverts energy from more important

issues and tasks.< Deepens differences in values.< Polarizes groups so that cooperation

is reduced.< Destroys the morale of people or

reinforces poor self-concepts.

Conflict is constructive when it:< Opens up issues of importance,

resulting in issue clarification.< Helps build cohesiveness as people

learn more about each other.< Causes reassessment by allowing for

examination of procedures oractions.

< Increases individual involvement.



Conflict Resolution Styles

Consider these five basic approaches to conflict resolution. In the right column, indicatethe styles you are most likely to use with your followers (F), peers (P), or manager (M).

Resolution Style Characteristic Behavior Favorite Sayings F, P, M

Avoid (Lose/Lose)

Non-confrontational; deniesissues are a problem. This isthe style of a highlydependent person withoutinner direction. Maypostpone conflict or avoid itat all costs. Moving away,leaving, losing.

“Let’s discuss thislater.”“Let’s forget it.”

Accommodate(Lose/Win)

Agreeable, non-assertive;cooperative even at expenseof personal goals. Yielding,moving toward the otherperson, friendly.

“I’m sorry. You’reright.”“Go ahead and do ityour way.”“Oh, well, it is hopelessto try.”

Compete(Win/Lose)

Uses power, position,personality, or status to getown way. Academics,athletics, and the law canreflect this mind-set. Assertive and aggressive. Forceful, moving againstothers.

“Of course I’m right.”“Do it my way.”“It’s your mistake.”“If I win, you lose.”

Compromise Aggressive but cooperative. Tries to bargain, compromise,and split the difference.

“Let’s talk this over sowe each get what weneed.”

Collaborate(Win/Win)

High respect for mutualbenefit. Recognizes the needsand mutual benefit of bothparties. Strives for win/winor recognizes abilities andexpertise of all. Integrating,working toward solution withothers.

“Let’s share our ideas. We can work this out ifwe work together andvalue each other’s skillsand values.”

Adapted from the work of Kenneth Thomas and the Thomas-Kilman Conflict Mode Instrument, Robert B.Maddux in Team Building: An Exercise in Leadership, and Stephen R. Covey’s The Seven Habits of HighlyEffective People.



Achieving Win Win Results

‘ Gain participation from everyone involved in the conflict.

‘ State the reason to work on a solution.

‘ Have each party see the problem/situation from the other point of view. State what you

want. Repeat what you hear.

‘ Identify the key issues and concerns involved.

‘ Determine what results would constitute a fully acceptable solution.

T State what you WANT to happen when results have been achieved.

T Include the results for you, for your relationships, and for job or task achievement.

T Agree to work toward resolution and schedule a follow-up meeting if necessary.



Dealing with Conflict Worksheet

Directions: Circle three techniques you often use to resolve conflict that do not work. Checkone technique you will try to use more often.

Avoid the person or subject

Change the subject

Try to understand the other person’s point of view

Get another person to decide who is right

Play the martyr

Give in

Apologize

Try to identify specifically what you agree or disagree on

Whine or complain to get your way

Pretend to agree

Admit that you are wrong, even if you do not believe you are

Fight it out

Turn the conflict into a joke

Work toward a mutual solution

Consider a win/win agreement you want to create. Remember, it will take more than justyou to create the agreement. Begin thinking about it now. Jot down some ideas about howto follow each of the steps outlined in the worksheet.



Analysis and Action Worksheet

Write the initials of a person whose behaviors you currently view as difficult.

What action or behavior seems “difficult” to you?

What attitude or action of yours is contributing negatively to the situation?

What could you change about you?

What strategies could you use to make the situation more agreeable to you and the otherperson?

Check out your analysis with another participant. Share with the intent to identify the bestoptions available to you, but be careful not to identify that person whose behaviors you viewas different.

1069038

Region 4 Education Service Center7145 West Tidwell Road

Houston, Texas 77092-2096Phone: 713.744.7708 www.esc4.net/nutrition

Revolutionizing education to inspire and advance future generations®

© 2014 Region 4 Education Service Center

Robert ZingelmannChief Financial Officer, Business/Operations Services

Pam Wells, Ed.D.Executive Director

The US Department of Agriculture prohibits discrimination against its customers, employees, and applicants for employment on the bases of race, color, national origin, age, disability, sex, gender identity, religion, reprisal, and where applicable, political beliefs, marital status, familial or parental status, sexual orientation, or all or part

of an individual’s income is derived from any public assistance program, or protected genetic information in employment or in any program or activity conducted or funded by the Department. (Not all prohibited bases

will apply to all programs and/or employment activities.)

If you wish to file a Civil Rights program complaint of discrimination, complete the USDA Program Discrimination Complaint Form, found online at http://www.ascr.usda.gov/complaint_filing_cust.html,

or at any USDA office, or call 866.632.9992 to request the form. You may also write a letter containing all of the information requested in the form. Send your completed complaint form or letter to us by mail at US

Department of Agriculture, Director, Office of Adjudication, 1400 Independence Avenue, SW, Washington, DC 20250-9410, by fax at 202.690.7442, or by e-mail at [email protected].

Individuals who are deaf or hard of hearing or who have speech disabilities may contact USDA through the Federal Relay Service at 800.877.8339 or 800.845.6136 (Spanish).

USDA is an equal opportunity provider and employer.

Our services are provided through the Texas Department of Agriculture’s Food and Nutrition Division funded by the US Department of Agriculture, Food and Nutrition Service.

homework assignment due january 22, 2015 alvin isd, manvel high school 19601 highway … ·...

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