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Group Assignment - 3

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0% found this document useful (0 votes)
29 views6 pages

Group Assignment - 3

Uploaded by

raj kamal vk
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Group Assignment – 3

Applied Manufacturing Management - Design Integration

MGMT8641: Team Dynamics and Employee Engagement in Industry

Vaidik Sharma - 8918099

Rajkamal Velmurugan Kalavathi - 8909037

Prasidh Shetty - 8946843

Pabitra Timsina - 8940890

Dhruv Thakor - 8953544

Nipun Singh - 8923513

Amanda Clare

July 23, 2024

This conversation highlights several key issues in workplace dynamics:


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• The importance of clear communication protocols


• The need for established guidelines in collaborative environments
• The negative impact of suppressing feelings and concerns
• The value of addressing conflicts promptly and directly
• The role of leadership in creating a positive team culture

These are indeed sensitive matters that can seriously affect morale and productivity if left
unresolved; by airing them and implementing measures so as to avoid a recurrence of such
problems, the team is on the way to improving the conditions of work. This extended version of
the conversation includes the elements of poor communication, lack of clear guidelines, and
blocking feelings.

 Character cast for the role play:


Alex (Employee) – Pabitra Timsina
Edward (HR Manager) – Vaidik Sharma
Daniel (Salesperson) – Dhruv Thakor
John (Team Lead) - Rajkamal Velmurugan Kalavathi
Narrator – Prasidh Shetty
Mark (Trusted Co worker) – Nipun Singh

Role Play

Scene 1: Purpose for Having This Conversation

Alex (Employee):
Hello Daniel, Can I have a word with you. I want to discuss with you regarding the team
meeting earlier today and I would like to speak to you in the conference room.
Daniel (Salesperson):
“Sure, but I have few tasks to complete urgently. Can we do it after 1 pm if that’s not an
issue.
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Alex (Employee):
Ok will meet you at 1pm in the conference room.

Scene 2. Inviting Them to Join You in This Conversation

Alex (Employee):
"Thanks for meeting with me, Daniel. I have also invited our Team Lead, John, and
Edward, from HR, to join us. I think it is important that we have this conversation in their
presence.
Daniel (Salesperson):
“HR” seriously, I thought you wanted a normal chat with me. What is the meaning of
this.
John (Team Lead):
"I’m here to help resolve any disputes. What is the matter?"
Edward (HR Manager):
I can see that the team seems to have some disagreements. I am here to maintain a
decorum. Everyone let’s try and sort out this problem.

Scene 3. Listening to Understand Their Story First

Alex (Employee):
Daniel how were you able to come up with the ideas that you presented in the meeting
earlier this morning.
Daniel (Salesperson):
What do you mean by that? I have been brainstorming and researching for different ideas
tirelessly. Are you suggesting that I have not done my work properly.
John (Team Lead):
Everyone, please calm down a bit. Daniel would you please go through your process.
Daniel (Salesperson):
Fine! (Explains the process reluctantly).
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Narrator: Over here Daniel fails to understand the concerns of Alex due to her negligent attitude.

Scene 4. Sharing Your Own Viewpoint and Feelings

Alex (Employee):
Daniel, I know you’ve been working hard and trying your best, but honestly, it makes me
upset and disappointed” The report included many things that we were discussing at lunch the
other day, and here you’re presenting them as your original work with no mention of ever having
heard it from me.”
Daniel (Salesperson): (Looks shocked)
What are talking about! That was just a friendly chat that we had over lunch. I don’t think
that I have to give you any credit for that.
John (Team Lead):
This is an issue of concern because the procedure of sharing ideas and the process of
awarding credit has no clear direction.
Edward (HR Manager):
I agree, there is a clear communication gap, and we don’t have any guidelines in place as
well.

Scene 5. Exploring the Root of the Problem

Daniel (Salesperson):
How was I supposed to know that I have to document each conversation we have.
John (HR Manager):
I think I am at fault over here. I was supposed to put some guidelines in place for such a
situation.
Edward (HR Manager):
It seems that a lack of standard procedures has led to many misunderstandings.

Scene 6. Addressing Blocked Feelings


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Alex (A bit nervous):


Lately, I’ve been feeling unappreciated. It’s not about today [referring to the incident] but
in many instances, I feel like my work is not recognized.
Daniel (Salesperson): (softens a bit)
I never knew that you would be feeling like that, Alex. I owe you an apology.
John (Team Lead):
That is why we must have open communication and I apologize to you Alex, Daniel for
not giving you an opportunity to speak about those feelings.
Edward (HR Manager):
The feelings you have should be valid, and people should feel listened or else it may lead
to bigger problems in the future.
Narrator:
Active listening is crucial in the workplace conflicts. Each party should share their
perspectives without any interference or interruption.

Scene 7. Suggesting Solutions and Outlining next steps

Daniel (Salesperson):
Is it possible to have a Google Document where everyone can type in ideas as they are created?
John (Team Lead):
That’s a nice idea! We can also create a weekly meeting where everyone can share their
respective ideas.
Edward (HR Manager):
Maybe I can jot down some rules on how to share ideas and to give credit.
John (Team Lead): (with a relief)
I am glad we are moving in the right direction.
Edward (HR Manager):
Awesome! We must check the new processes with the rest of the team as well.
John:(Team Lead)
I would like to thank everyone for discussing this issue.
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Edward (HR Manager):


Me too, I am glad that this issue was brought up. We learned a lot as well. This is how we
progress as a team.
Narrator:
After the meeting, Alex seeks advice from a trusted colleague.
Alex (Employee):
Hey Mark, Can I have word with you for a while. I want to ask you something about
what happened today.
Mark (Trusted Co worker):
Sure, what happened?
Alex (Employee):
(Explains the situation)
Mark (Trusted Co worker):
I think that you did a good job bringing this matter to the Team Lead and HR Manager.
From now on establish a formal setting before sharing any ideas for a project.
Alex (Employee):
Yeah, I have learned my lesson.

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