Brittany Weaver
MNGT-3113-W2:
Management & Organizational
Behavior
Dr. Ingram
August 2, 2026
14:8 (A) In this ethical dilemma, I believe Finley should have tried to resolve the conflict in a
casual way before setting up a meeting between the two coworkers. I would have tried involving
both coworkers in everyday conversations to help them find common ground. For example, if
one coworker asked me for a recommendation on a romance TV show and I knew the other
coworker enjoyed that type of show, I might encourage them to share their recommendation with
another. I do not think Finley should have arranged a meeting because that may have been
overstepping their role and could have made the situation more uncomfortable for everyone on
the team.
14:8 (B) I have been in situations where coworkers did not get along and it made the work
environment tense, but not to this extent. When I noticed tension between employees, I tried to
include both of them in conversations and keep the atmosphere positive rather than attempting to
get them to discuss or focus on their disagreement. I found that casual conversation sometimes
helped ease the tension and did not make anyone feel pressured.
14:9 (A) In this ethical dilemma, I would bring the issue up to my supervisor if my attempts to
improve the situation were unsuccessful and the conflict began affecting work performance or
the team's ability to complete tasks. At that point, it becomes a workplace problem instead of just
a personal disagreement between the two employees. The management should step in to resolve
it before it becomes a bigger problem.
14:9 (B) I have worked with employees who had conflicts that affected the workplace. If I
noticed the conflict was beginning to interfere with the completion of work, I would make my
supervisor aware of the situation. The supervisor may not be aware of the issue with the two
employees. My goal would be to make sure the issue was resolved before it escalated and
negatively affected the rest of the team. I would not tell my supervisor of my coworkers’ conflict
in order for them to get into trouble.
14:10 (A) I believe that as a team member, there is a personal responsibility to encourage a work
environment that is positive and to help keep conflicts from affecting the team's overall success.
I do not believe it is the sole responsibility of an employee to act as a mediator for coworkers
that have a conflict. Management should ultimately take responsibility for resolving ongoing
conflicts because they are the leaders of the team and have been chosen to handle employee
issues.
14:10 (B) In my own experience, I have tried to encourage coworkers to be respectful to one
another and work together, but I also recognize there is a limit to what another employee can
accomplish. I always try to encourage coworkers to see the situation from other people’s
Brittany Weaver
MNGT-3113-W2:
Management & Organizational
Behavior
Dr. Ingram
August 2, 2026
perspectives. Employees typically respond differently to management than they do to coworkers
because supervisors have the responsibility to provide direction and enforce expectations at the
workplace. I believe management should take the lead in resolving major conflicts that continue
after coworkers have made efforts to improve the situation.