Katharine Becks-DB Peer Reviews

Respond to Morgan Munroe with 200 words and at least one reference.

My original Post. Use for a reference only if needed.

How you would manage such a person and encourage them to approach you instead of other members of management.

Triangulation in the workplace more often than not triggers unintended consequences. Direct communication is therefore recommended to prevent such consequences. To encourage employees to approach me instead of other members of management, I would put several measures in place. Firstly, my department would have an open-door policy where they can walk in and talk about matters at hand fearlessly. Secondly, during orientation, I would encourage employees to address issues and complaints directly as opposed to discussing it with other people first. Thirdly, I would also give feedback to the intended persons instead of having feedback make rounds. Importantly, I would also create structured opportunities for real dialogues within the organization. I would also strive to find out why employees were making triangulations instead of approaching me directly. Lastly, I would organize a communication workshop that would refresh employee skills of workplace communication as well as sensitize them on the consequences of triangulation (Gee & Gee, 2011).

Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.

I have participated in triangulation in the past. The work environment did not take complaints and suggestions positively, therefore the only way to let management know was through triangulation such that the information cannot be traced to a specific employee. Another instance is when a colleague at a company I worked for could not address the manager directly since she claimed he had harassed her sexually. In the first scenario, the triangulation problem should have been resolved by the management investigating why information reached them through triangulation. Since employees were not ready to be fired or bullied for pointing out issues, the management should have stepped in by establishing better communication structures. In the second scenario, the sexual harassment matter should have been dealt with first by the human resource department. Once that matter is put to rest, then the manager and employee should find an amicable way to communicate and especially the systems put in place in the workplace.

Reference

Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.

Respond to Morgan Munroe with 200 words and at least one reference.

Triangulation is the act of using a third party to perform communication between two other parties. I found two articles, the first one describes triangulation as "a manipulation tactic used to avoid a direct conversation" (Buckley 2019). This article explained how a person who is narcissistic or manipulative uses triangulation to control the narrative. The other article had triangulation painted in a more positive image. It explained triangulation as a therapy technique. When couples can't face each other they talk to an unbiased third party, from the article, "it is easier to say with a witness who can interpret" (Winston 2014). 

How you would manage such a person and encourage them to approach you instead of other members of management.

How I would manage this person all depends on the intentions behind the use of triangulation. For example if they were using it as a form of manipulation, I would go with the direct approach. The article by Buckley says that if and when you confront this person, be alone. In my mind this is avoiding the use of additional triangulation. Don't continue to play into their use of this manipulation tactic. If they are trying to use a third party to communicate with you, don't let it continue to happen, instead go directly to the source. If they are unaware of their actions, it may be worthwhile to point it out. Maybe they don't realize they often communicate through a third party. Draw attention to it, perhaps state that you don't value the constant use of communication through other sources, and instead want one on one communication. 

If the intention were the opposite, much like the other article, then my approach would differ slightly. I would still use the direct approach, but I would gather more information first, and maybe even have a third party there for an initial meeting, to try and figure out what the source of conflict is. Using a third party in this instance would help see where different styles of communication could benefit the two main parties, and thus move on to getting rid of the third party so that direct communication was prevalent. This is much like what a therapist would do. 

Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.

Something very similar to this happened the other day. It was not done out of manipulation towards the supervisor, but instead more of an avoidance tactic. A colleague asked me a question about our schedule, and how she was suppose to get the day off that she had verbally requested with our supervisor, but had never written down. I don't have the power to grant her the day off, but I do know the employee schedule, and how our supervisor is most likely to react, given that we have a very open and direct communication style relationship. I immediately told my colleague to simply talk to our supervisor. My colleague used me in the same way the article described triangulation in therapy, as an unbiased witness who could interpret. I knew her problem, and I knew my supervisors most likely reaction, so she brought me into this situation. As one of the employees who has been at this business the longest, this happens to me on what seems like a daily basis. New staff members will come up to me and ask questions, which I do my best to answer, but I always end our conversations with: go and talk to our supervisor.  I try to redirect them towards direct communication. 

References.