Group Assignment - 3
Group Assignment - 3
Amanda Clare
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.
Role Play
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.
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.
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.
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.
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.
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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