​identify four high stakes/difficult conversations (those that cause/end in conflict) that are typical to your workplace. Once you have identified and described these four conversations, provide your recommendation for addressing these conversations using effective communication skills and techniques learned through this Objective. Explain how your recommendations when applied, will create open, authentic and productive dialogue. Be specific and provide reasons why you believe these tactics will work.

ONLY USE REFERENCES LISTED BELOW

How Communication Can Save Lives in the Healthcare Industry | Activities | 3- Communication Essentials in the Healthcare Setting | UMass Global (strutlearning.com)

Guide for Managing Conflict in the Workplace – VirtualSpeech

How to Handle Conflict in the Workplace (ucsd.edu)

Put Conflict Resolution Skills to Work | Activities | 3- Communication Essentials in the Healthcare Setting | UMass Global (strutlearning.com)

In the modern workplace, managers oversee organizational success and are responsible for fostering a culture of empathy and support (Arghode et al., 2022). Kyle experiences this truth as a manager of a cutting-edge IT firm of 150 employees. Unfortunately, he has a top employee named Tim under him who is making many errors, which is not the norm. Despite Tim’s recent decline in performance, Kyle recognizes the importance of addressing the situation with empathy and understanding, emphasizing how crucial Tim’s role is to the company’s success.

Approaching Tim with Empathy

To create an atmosphere where Tim feels safe sharing what is causing his performance issues, Kyle must approach Tim with genuine concern while showing empathy (Cascio, 2022). If Tim feels comfortable, he will be more willing to share some of his challenges, including that his fiancée broke off their engagement (Clarke et al., 2024). When Tim begins to speak about his struggles, Kyle must listen, offer support, and convey to Tim that he now understands why there are performance issues. This will let Tim know that the continuation of the conversation will be grounded in compassion and that he is indeed being heard.

Tim’s Well-Being

Proverbs 27:23-24 (English Standard Bible, 2016) teaches us to pay attention to the well-being of what God has entrusted to us, including employees we supervise. Kyle must assure Tim that his well-being is a top priority and that the company is ready to provide comprehensive support during this challenging time, aiming to alleviate any anxiety Tim might be feeling.

Holding Tim Accountable

Showing empathy and compassion does not mean an employee can continue getting away with poor performance. While Kyle acknowledges Tim’s personal struggles, he must also emphasize the importance of meeting professional expectations and that not doing so can result in discipline. Ecclesiastes 9:10 (English Standard Bible, 2016) reminds us that when we do work, we should do our best. By upholding a standard of accountability, Kyle is honoring God as a manager. Tim is honoring God as an employee by upholding a standard of excellence.

Kyle’s Solution

Kyle and Tim must collaborate to devise a plan to improve Tim’s performance. Tim’s involvement in solving the problem will foster a sense of ownership, and employees who feel they have a say in decisions are more likely to succeed (Degbey et al., 2021).

A broken engagement is rather traumatic and can bring many emotions to the surface. Kyle can show empathy by allowing Tim to take an extended break when he cannot perform to the required standards. By leaving his desk, Tim could walk around, clear his mind, and return to his desk refreshed.  If Tim needs to take care of something that requires his full attention, he could use some paid time off (PTO) and return refreshed.

Kyle’s Prayer

The most essential thing Kyle could do for Tim is pray for him. When we pray, we are talking to God. One of the most empathic and compassionate things one can do is take another person’s worries and struggles to the Creator. Jeremiah 30:17 (English Standard, Bible, 2016) reminds us that God will restore our health, including a broken heart. As a Christian, Kyle can take this matter to the Lord of Tim’s behalf and ask that God heal the hurt Tim is going through.

Conclusion

In conclusion, when an employee like Tim is going through something hard that is affecting his performance, such as a broken engagement, a manager must show empathy while holding the underperformer accountable. The manager should create a safe space, listen, and work with Tim to develop a solution to raise his performance to the organization’s standards. As a Christian, the manager can pray for the hurting employee, asking God to intercede and heal broken hearts.

References

Arghode, V., Lathan, A., Alagaraja, M., Rajaram, K., & McLean, G. N. (2022). Empathic organizational culture and leadership: conceptualizing the framework. European Journal of Training
 and Development, 46(1/2), 239-256.

Cascio, W. F. (2022). Managing human resources: Productivity, quality of work life, profits (12th ed.), New York: McGraw-Hill

Clarke, E., Näswall, K., Masselot, A., & Malinen, S. (2024). Feeling safe to speak up: Leaders improving employee wellbeing through psychological safety.
 Economic and Industrial Democracy,0143831X231226303.

Degbey, W. Y., Rodgers, P., Kromah, M. D., & Weber, Y. (2021). The impact of psychological ownership on employee retention in mergers and acquisitions. Human Resource Management Review, 31(3), 100745.

Holy Bible. English Standard Version (2016). Bible Gateway. https://www.biblegateway.com/versions/English-Standard-Version-ESV-Bible/

  

EDUC 522 Position Paper

Chapter Two Family Choice in Education

Directions:  Each student will complete a position paper due at the end of the semester.  Each position paper is worth 30 points and represents a total 30% of the course grade. All papers should be 5 to 7, double-spaced pages utilizing APA format.  The topic for the position paper is Chapter 2: Family Choice in Education: Public Interest or Private Good (pgs. 49-68).

All students must take a position (Pro or Con) on the required question and provide their rationale through research from both the textbook and external resources.  Students are expected to have a minimum of three external resources beyond the textbook.

How to Write a Position Paper

The purpose of a position paper is to generate support on an issue. It describes a position on an issue and the rationale for that position. The position paper is based on facts that provide a solid foundation for your argument. With the position paper, the degree candidate should:

· Use evidence to support your position, such as statistical evidence or dates and events.

· Validate your position with authoritative references or primary source quotations.

· Examine the strengths and weaknesses of your position.

· Evaluate possible solutions and suggest courses of action.

You will be assigned an issue where there is a clear division of opinion and which is arguable with facts and inductive reasoning.  You may choose an issue on which you have already formed an opinion. However, in writing about this issue you must examine your opinion of the issue critically.   Prior to writing your position paper, define and limit your issue carefully. Social issues are complex with multiple solutions. Narrow the topic of your position paper to something that is manageable. Research your issue thoroughly, consulting experts and obtaining primary documents.  Consider feasibility, cost-effectiveness and political/social climate when evaluating possible solutions and courses of action.  The following structure is typical of a position paper: 

· An introduction

· Identification of the issue

· Statement of the position

· The body

· Background information

· Supporting evidence or facts

· A discussion of both sides of the issue

· A conclusion

· Suggested courses of action

· Possible solutions

The introduction should clearly identify the issue and state the author’s position. It should be written in a way that catches the reader’s attention.  The body of the position paper may contain several paragraphs. Each paragraph should present an idea or main concept that clarifies a portion of the position statement and is supported by evidence or facts. Evidence can be primary source quotations, statistical data, interviews with experts, and indisputable dates or events.  Evidence should lead, through inductive reasoning, to the main concept or idea presented in the paragraph. The body may begin with some background information and should incorporate a discussion of both sides of the issue.   The conclusion should summarize the main concepts and ideas and reinforce, without repeating, the introduction or body of the paper. It could include suggested courses of action and possible solutions.

References:

Tucker, Kerry, & Derelian, Doris, Rouner, Donna. (1997). Building the case: Position papers, backgrounders, fact sheets, and biographical sketches. In Public relations writing: An issue-driven behavioral approach (pp.79-85). Upper Saddle River, NJ: Prentice Hall.

Axelrod, Rise B., & Cooper, Charles R. (1993). R. Position paper (pp.446-451). In Reading critically, writing well: A reader and guide. New York: St. Martin’s Press.

Hansen, Kristine. (1998). Public position papers and opinion pieces. In A rhetoric for the social sciences: A guide to academic and professional communication (pp. 301-306). Upper Saddle River, NJ: Prentice Hall.

Kashatus, William C. (2002).  Present history: Position and local history research papers. In Past, present and personal (pp. 46-48). Portsmouth, NH: Heinemann