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Case study:
Patrick is stressed due to Deena making mistakes even though she is being taught how to do it properly.
Deena is defensive when she is being corrected by Patrick.
Makes small changes to the system cause she thinks that it would work for that particular lab when it worked for another lab without asking for permission from the supervisor.
Deena makes excuses for her behaviour and still doesn’t make changes to her behaviour.She also continues to make these mistakes as the consequences for her actions are not heavy enough for her to care or correct her behaviour.

Ways to correct her behaviour: Have a monthly appraisal and give her feedback that her behaviour is not right and needs to be fixed before future serious action is taken. Telling her that things are not the same as her previous lab and every lab operates differently under different supervision. She can too give feedback to the supervisor during the appraisal so that she can voice out her opinions on what she thinks is wrong with the system and maybe even ways to fix it if other people working under the same lab thinks so too.
Another way is that the company can introduce someone from the same team to teach her.
They could have a 1 on 1 conflict resolution meeting where they could voice out their opinions

Q1. Belittling
Discrimination (racial,sex)
offloading work to others
Gossip/Rumours
Sabotage
Humiliation/Shaming
Superior using their position to make someone else do their work
Problems from outside can be brought to the workplace and leads to conflict between employees and high chance of projection
Some employees might feel inferior to others employees and would try whatever they can to get rid of the feeling which can include bullying someone of even lower position than them.
Superiors might have higher expectations of people from different races or even genders such as men work more overtime than women or men are expected to put in more effort than women.

Addressing workplace harassment
Seminar on workplace harassment
Monthly anonymous evaluations if it is too severe a 1 on 1 meeting with outside party can be involved
An interview conducted by a different department
Monthly well-being assessment at/about the workplace
Hire in-house therapist

Q2
Could help develop healthier relationships:
Could list all our problems with each other and work on it together
Can decrease miscommunication and improve interpersonal relationships
Help people be more realistic and straightforward with each other
Helps people understand each others thought process
Avoid “group” thinking and a sheep mentality

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(1) power conflict - Deena does not take the feedback given to her well and as such she does not make changes to her work, causing there to be errors in her results. When she is confronted by someone in a higher position than patrick, she says that she needs extra guidance due to her being new to the job. This puts Patrick in a  really bad light as it shows that he does not guide her well.
Solution -  Management should ask Deena to constantly report and update Patrick. Patrick should also have the final say as a lab supervisor, on whether the experiment can or cannot continue

Value conflict - Deena seems to  constantly undervalue Patrick. This can be seen when she refuses to make changes even though her supervisor, Patrick, has instructed her to.
Another example, when Deena makes minor changes in the lab without telling Patrick, and cites that Lab 2D is more efficient in the way operate.
Solution - Patrick can justify his actions in the hopes of Deena seeing his intention/experience in the field. If problem persist, management will need to step in to aid Deena in seeing the value of her supervisor.

Ineffective communication - instead of communicating the challenges they face working with each other, they choose to confide in others, putting each other in a very bad light.
Solution - Patrick and Deena can both d do more to communicate their points more effectively instead of confiding in others.

2) Workplace bullying
Ostracize coworkers - Due to multiple reasons (e.g. jealously, anger, personal reasons), employee/s may choose to ostracize one or a group of people, to the point where it affects the output of work
Solution - bonding activities, communication retreat

Sexual harassment - range of actions from verbal transgressions to sexual abuse or assault
Solution - if party is found to have engage in sexual harassment, they should further investigated. If substantial evidence is there, party should be fired

3) Help to raise and address problems - when conflict arises it is usually due to an underlying problem/s that needs to be solved but no one wants to admit they had the problem. When conflict is successfully resolved, both parties are usually able to see the bigger picture and as such, be better workers.

Helps people recognize and benefit from differences (diversity) - When there is a conflict, parties may not be able to see the other's point of view. When conflict is resolved, they are able to see the alternate ways a task can be solved, which can lead to a bigger repertoire in one's problem solving skillset.

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Identify the conflicts and how do we solve them?

Conflicts between Deena and Patrick:

- A plausible conflict between Deena and Patrick could be in terms of tasks and work ethic. Deena and Patrick could have differing viewpoints in several areas of work such as work management and productivity. This could be seen in Deena altering some of the processes made by Patrick in the administrative area for the sake of "productivity".

- Relationship conflicts between Deena and Patrick: Deena refused to accept Patrick's advice to correct her procedure but agreed to her other's superiors agreements. This could be due to a plausible rivalry between Deena and Patrick which might have resulted in a conflict between both parties.

- A conflict between working styles. Deena and Patrick. Deena refused to make corrections to her procedure when Patrick tells her which leads to inaccuracies in results.

- Power dynamic: Patrick might be afraid of position being threatened by a freshly graduated individual. As such, he was seen as defensive by other colleagues and other colleagues told him to calm down.

Possible reasons for such conflicts:

- The generational gap between Deena and Patrick. Patrick, being a supervisor could have been an older person with more experience than Deena who was a freshly-graduated student.

- Patrick might feel that his position is being threatened by Deena who has newly entered the company which might have resulted in a rivalry between the two.

Solutions:

The following strategies to solve the problems between Deena and Patrick would be have:

- Counselling for both Deena and Patrick. They could be sent to the HR department to come to a compromise and settle differences between the two in a very peaceful manner through effective communication strategies (compromising)

- Let both Deena and Patrick collaborate in team-bonding activities hosted at the office during events to let them overcome their differences.(collaboration)

- If the two methods above fail, the other solution would be to let Deena and Patrick not see one another/interact one another in the workplace. For instance, they can choose not to interact with one another. (avoidant)

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Internal Conflict
Deena is unaware that every supervisor employs a unique management style. As Patrick pointed out errors and flaws in Deena's technique, she was defensive to his feedback and obstinate, refusing to make any modifications. Deena probably doesn't trust Patrick's leadership abilities because she only made changes after being pointed out by a senior employee, and Patrick might be frustrated with Deena because he expects her to work independently. Deena was still adhering to the working style of the previous lab and was unable to adapt to the new working environment. This might also be a result of Patrick not providing her with adequate direction.

Solution
Deena should be given the opportunity to express her vision and aspirations for their future in the organization, and the management should make expectations clear. Deena needs to be adaptable to criticism and change. Patrick should also advise and clarify his expectations of Deena when working with him.

Power conflict
Deena made adjustments without alerting Patrick as she thought it was more efficient and she had been doing so in the other lab. Deena might have believed she was in control of her work and wanted to show Patrick that she was competent to carry out her duties. That insulted Patrick's authority and he found it offensive.

Solution
Deena should seek Patrick's approval before making any changes. Patrick should also take in Deena's suggestions so that they can reach to an agreement without undermining each other.

Qn1)Types of workplace bullying
-intentionally leaving someone out at work or excluding them, making the person feel isolated and out of place
-threatening someone at work by inducing fear in them if the person does not adhere to certain requests
-insulting and undermining someone by
belittling them or their work

Why workplace bullying takes place
-Inferiority: an employee may be threatened by his or her colleague who is more competent and progressing faster, which can cause feelings of inferiority and therefore target the colleague
-Prejudice: an employee may get bullied at work due to reasons such as gender, sexuality, race or religion
-Power&Authority: People in higher positions in the company may abuse their power and bully employees who are vulnerable and non confrontational

How to address workplace bullying
-mangers should establish clear expectations of how employees should behave and lead by example
-the company should encourage a positive work culture where there is mutual respect between all employees.

Qn2) - Good conflict simply means that something positive resulted from the disagreement, not that the conflict itself was good.
- Productive kind, generates fresh concepts, finds solutions to ongoing issues, gives individuals and teams a chance to develop their talents, and promotes creativity.
- Breakthrough in thinking can happen when competing viewpoints are investigated.

Examples
- Attentively listening as opposed to utilizing the time to prepare hypothetical counterarguments.
- Expressing our thoughts while appreciating what others have contributed.
- Strengthening our capacity to control our emotions, which are inescapably a component of interpersonal communication.
- Maintaining attention on the group's objectives and vision.
- Deciding to think that even though it doesn't feel that way at the time, everyone has valuable contributions to contribute.

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Question 1. Workplace bulllying examples and sources;

Abuse of power; higher positions telling others to do stuff other than what’s in their job scope
Alienation ;not talking or excluding someone on purpose/ not fitting in social norms
Humiliation; scolding/berating someone in front of people
Purposeful lack of communication; excluding a team member from a task, gaining credits for themselves saying that they did the task on their own.

Addressing workplace bullying:
Having stricter rules and punishments in place;
a warning letter from HR
Action being noted in evaluation of staff
Ensure team bonding; having monthly company lunches
Anoymous feedback per team from members

Question 2. Conflict
Constructive feedback/criticism ; able improvement in oneself
Exp: john is a patient man how’re he needs to speak up when he has to, instead of being silent, as it may effect productivity in a group in terms of communication.

Understanding other parties reasons/opinions and build up on it, having an open mind
Exp: instead of having a arguement over a point, hear each other out, and give points about each opinions and how it can be better.

Reflection on company’s structure
Exp: go through what works and what doesn’t, build up on what can be further implemented or changed to fit better in the company’s system.

3. Case Study

- Communication; Deena going over authority and made small changes without asking/clarifying.
- deena doesn’t take constructive criticism well
- Management not doing something to help Patrick in the issue and just asking him to be patient.
- Patrick who’s the supervisor feels that deena is too new to start making changes, he feels that he got overstepped.

Solving:
-Management should listen to both sides and and asses to see what they can do

-Talk with staff about how the new staff has worked and understand that there may be differences in work styles.