Manger A and supervisor A have been working in a retail outlet together for more than 3 years. Supervisor A has been known to be very blunt and straight forward on her words while Manger A is considered to be a more sensitive person and likes to keep everything to herself. One morning, before the store is open for business, a briefing was taken place. Manger A was late and came in 5 minutes later, she apologized to her colleagues. Supervisor A responded “Manger still can be late for work?” and the rest of the colleagues laughed. No one apologies to each other and the matter was let it to rest.
Manger A was in a bad mood for a few days, she did not talk much to anyone else especially towards supervisor A. She felt upset as being a manager in the organization; she was humiliated by the supervisor in front of all her staff. She felt that supervisor A should talk to her face to face rather than embarrassing her in front of everyone.
Supervisor believes that manger was being too sensitive to be angry over a small remark and a manger should set good example for staffs in terms of handling emotions.
Questions
1) Who did you think was in the fault at this situation?
2) What could have being done to resolve problem?
3) Did they handle the problem well? Elaborate
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2 comments:
Hi Chiew yen,
Facing interpersonal conflict is part and parcel of working life. Most of us should have faced such conflict during our part-time job before. Is not a matter of “pointing fingers” at other party; but a matter of how to get the dispute solved by satisfying both parties involved?
In this situation, Supervisor could be more self-aware of his spoken words. He/she shall thinks before he put forth his words to others, as it might hurts the feelings of the other party. The way he said “Manger still can be late for work?” sound very sarcastic to me. May be he/she could have put it in more concern tone like “morning, did anything happened to you on your way to work?”
However, the manager should learn to be more optimize. Being a manager is also a leader of the team. One must try to be more positive to the ways your subordinate reacts to your actions instead of being too sensitive about it.
Supervisor should have a good chat with the manager to tell each other about what they should do as mentioned above. In return, both will have a better working relationship towards work as well as friendship.
Wendy
Working in the same outlet for more than 3 years, they should have known each other characters. Supervisor A should be more careful with her words, since she knows that Manager A is a sensitive person. Therefore, she should choose her words carefully as not to hurt Manager A's feeling. Even it is only a causal remark; others will feel uncomfortable with it. Moreover, Manager A had apologized to her colleagues, this shown that she was sorry for being late for the briefing.
Alternatively, Manager A should not take the words so seriously. As a manager, she should have controlled her personal feelings, and not showing it to everyone in the workplace. And she knows that Supervisor A has a blunt personality, she should not take her words to heart.
I think both of them did not display interpersonal skills well. Manager A should tell Supervisor A openly on how she felt rather than keeping quiet. On the other hand, since Supervisor A knows that the manager is unhappy with the remark she made, she should have apologised to her.
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