Companies typically encourage active cooperation between staff members as the bulk of corporate ethics standards. However, in some cases, personal characteristics and interpersonal issues may prevent staff members from active data sharing. In the case under analysis, namely, having to collaborate with an employee who is unwilling to share information, an open conversation must take place along with an attempt at remaining neutral and trying to accept the specifics of the staff member’s personality.
An open conversation should be viewed as the first approach to resolving a conflict. It will be necessary to invite the uncooperative employee to tell honestly about the cause of their unwillingness to contribute to the common goal. Additionally, the strategy of keeping a neutral attitude must be applied to reach an agreement. Specifically, it will be crucial not to become defensive or hurt by the employee addressing the personal issues that he or she has when working together. Finally, in case nothing else works, accepting the specifics of the employee’s personality and adjusting to his or her attitudes and workplace behavior should be the best solution (Blank, 2020). In either case, it is vital to remain objective and focus on completing the workplace goals rather than delving into personal issues and grievances.
Since pursuing corporate goals of completing the project must remain the priority in the case in point, an attempt at an open dialogue, as well as building a better understanding of the employee’s personality and the efforts to stay neutral must be made. Thus, a friendlier and more professional atmosphere will be created, which will help to address the conflict. Moreover, even in case of failure, an agreement to cooperate to achieve work-related goals can be attained.
Reference
Blank, S. (2020). Managing organizational conflict. McFarland.