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Non-Management Interview

1216 Words5 Pages

Non-Management Interview
My interviewee, Bianca Diaz, is currently a self-employed real estate professional. Before entering into real estate, she worked as a server in the restaurant industry. When I asked who her favorite manager was and why there was no hesitation. The type of management that came to mind was a fun, honest and participative style of leadership. She said “my favorite manager was happy go luck in nature and had the ability to deal with conflict sincerely and fairly”. From my perception, the manager led by example and had excellent conflict management skills. The manager set clear expectations for the employees that were easy to reconcile and satisfy, minimizing role conflicts within the workplace (Decenzo, & Coulter, …show more content…

Clearly, this manager either had taken classes on management or had a natural talent for the managerial role. When conflict is managed well, it can lead to improved creativity, innovation, higher-quality decision making, therefore creating a more productive workplace. Also another aspect of good communication and conflict management is the strengthening of employee relationships. When the employees feel like they are a part of the solution, they are more willing to participate in the implementation of the decision, even when the decisions are not their preferred outcome (Runde, C. E. …show more content…

She discussed how her manager would deal with a negative situation with a positive attitude. No matter how sensitive the topic was the manager always has a way to deal with the situations with a positive attitude. I agree with this approach and that people learn from mistakes and there is no need for punishment for an honest mistake. When there is conflict in the workplace the manager should immediately investigate and address the conflict. The manager should involve the employees with the information gathering, interaction of the disputants, decision-making, and resolution implementation (Blum, & Wall Jr., 1997). By having a participative conflict resolution process, both management and the disputants can have effective outcomes and learn from their

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