Climber-vs-Straight-Arrow-Eminence-Leasing-Comp

1. Do you think Mr. Wajid is using the conflicting situation to his advantage? How is it so?
Yes, I think Mr. Wajid seems to be using the conflicting situation to his advantage. He is prioritizing Sayeed’s
achievements and contributions to the company, as he has an important role in the company. Mr. Wajid may be
indirectly utilizing Sayeed’s performance to enhance his own standing in the company. It is because Sayeed’s
success reflects positively and directly on his department and on Mr. Wajid’s leadership. By siding with Sayeed,
Mr. Wajid avoids disrupting the status and ensuring the flow of business continues and protecting his own career
growth.
In the case of "Climber vs. Straight Arrow" Mr. Wajid could be seen as using referent power to his
advantage. The explanation is given below how Mr. Wajid is using the conflicting situation to his advantage:
Sayeed has consistently delivered results, bringing in significant business for Eminence Leasing Company. Mr.
Wajid recognizes Sayeed’s success and the fact that his achievements also reflect well on Wajid's department.
This admiration and reliance on Sayeed’s performance give Sayeed referent power, which influences Mr. Wajid’s
decision-making and many other things. Wajid is willing to overlook ethical concerns because he views Sayeed
as an asset, hinting that Wajid is using the conflict in his favor to maintain his influence and success within the
company. Thus, referent power plays a role in Wajid's decision to side with Sayeed, even though the ethical
standards are being compromised.

2. Considering the traits and position of both Sayeed and Cynthia, how do you suggest they improve upon
their working relationship?
To improve the working relationship between Sayeed and Cynthia, it is crucial to apply the principles for resolving
interpersonal conflict in the context of their interactions at Eminence Leasing Company (ELC). In my opinion,
Sayeed needs to improve his ethical considerations and respect his colleagues. He should also practice empathy
and focus on building trust with his co-workers. Cynthia also should work on assertively yet empathetically
communicating her concerns while also being open to understanding the pressures Sayeed faces in his role.
There are some ways how they can use these key principles of interpersonal communication for resolving
the conflict to encourage better collaboration:
1. Understanding cultural lenses: Both Sayeed and Cynthia should recognize that their working styles and
communication approaches may differ due to various professional and cultural backgrounds. Cynthia is
meticulous and holds firm ethical principles, while Sayeed is ambitious and goal oriented. Understanding
each other’s professional perspectives, while respecting company rules and standards, will help them work
more cohesively.
2. Integrity in communication: For Sayeed and Cynthia to resolve their conflict, both must ensure that their
communication reflects integrity. Sayeed should align his actions and words to the ethical standards of
Eminence Leasing Company (ELC) and not expect Cynthia to manipulate data for personal gain.
Similarly, Cynthia should communicate her concerns clearly, respectfully, and consistent with her values.
Both need to focus on honest, transparent discussions and should avoid hidden agendas or manipulations.
3. Continuous practice of conflict resolution: They should continuously work on resolving their conflicts
by practicing effective conflict management techniques. Instead of letting small frustrations grow up, they
can handle issues early and regularly by having open and simple communication. This will help them
understand each others expectations and work pressures. Cynthia could practice expressing her concerns
more assertively, while Sayeed could practice being more receptive to feedback from colleagues.
4. Skills and techniques are not enough: We know that technical skills and knowledge for performance
evaluations are essential, but they need to develop soft skills like empathy and mutual respect. Cynthia’s
refusal to manipulate data was an ethical decision, but she should have explained her reasoning with
empathy, acknowledging Sayeed’s position. On the other hand, Sayeed should respect her ethical position
and collaborate to find a solution without creating conflict. They should aim to balance their technical
skills with interpersonal awareness.
5. Should choose empathy: If Sayeed and Cynthia experience disagreements, they should rely on empathy
and understanding rather than conflict. Sayeed should have acknowledged Cynthia’s commitment to
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 ethical standards and her meticulous nature instead of trying to manipulate her. Cynthia should have shown
empathy for Sayeed’s pressure to secure business for the company. By prioritizing mutual respect and
empathy, they can better understand each others challenges and work more constructively.
6. Addressing conflict directly and timely: One of the main issues was the delay in addressing the problem.
Both Sayeed and Cynthia allowed the tension to escalate by not addressing the issue earlier. They should
have engaged in a direct conversation immediately after the misunderstanding over the client’s financial
information, rather than allowing it to escalate to their department heads. Timely resolution through open
dialogue would prevent further animosity.
By applying these principles, Sayeed and Cynthia can develop a better, more respectful working relationship that
values mutual goals and ethical standards.

3. How else do you think Ms. Eva could have handled the situation instead of going to the GM?
Ms. Eva faced a situation where two employees, Sayeed and Cynthia, were in conflict over ethical and procedural
matters. Before increasing the issue to the GM, she could have explored various conflict management strategies.
The best approach in this case would be collaboration and compromise. Where all parties involved work together
to find a solution that fulfils both the need for ethical conduct and the business objectives. Alternatively,
compromise is a kind of strategy which ensures that both sides feel their concerns have been partially addressed
without violating core principles. Ms. Eva could avoid unnecessary escalation by facilitating open communication
between departments and encouraging solutions that preserve both integrity and productivity.
Here’s how Ms. Eva might have handled the situation using the conflict management strategies instead of
going to the GM:
1. Compromising: In a compromise, Ms. Eva might have agreed to some flexibility but within clear limits.
For example, she could agree that Sayeed be allowed to present the appraisal for further review but with
a disclaimer attached. This compromise allows Sayeed to pursue the deal but ensures that the
documentation department is not held responsible for any inaccuracies. This approach would be a middle
ground, balancing business goals with Cynthia’s need to maintain ethical integrity. For example, Ms. Eva
could propose a solution where the documentation team finalizes the appraisal with accurate numbers but
includes an appendix where Sayeed’s recommendations and justifications are noted for further
consideration by the higher management like GM or MD.

4. What do you think the GM should do when Ms. Eva approaches her with the matter?
The case of "Climber vs. Straight Arrow" presents a critical workplace dilemma within the Eminence Leasing
Company (ELC). The issue involves a conflict between two employees called Sayeed and Cynthia. The role of
the General Manager (GM) becomes central as Ms. Eva, head of the documentation department, escalates the
dispute to higher management for resolution. When Ms. Eva approaches the General Manager (GM), Ms. Samiya
Zaman, with the matter, the GM should adopt the principles of preventing and managing conflict to resolve the
conflict between Sayeed and Cynthia.
The General Manager (GM) can resolve the situation effectively by using the principles of conflict
prevention:
1. Assess positive and negative personality traits: The GM should first assess the traits of both Sayeed and
Cynthia. Sayeed, while ambitious and effective at bringing in business, seems to have a tendency toward
self-serving behavior, evidenced by his willingness to manipulate figures. Cynthia, on the other hand,
shows strong ethical standards and commitment to her work. The GM should recognize that while Sayeed
is valuable to the company, his behavior in this case could undermine the company’s ethical standards.

2. Determine personality types: The GM should analyze their personality types. Sayeed appears to be an
extroverted "climber," driven by ambition and a willingness to bend rules. Cynthia, however, is likely
more introverted and methodical, focusing on accuracy and ethical work. Understanding these differences
can help the GM mediate without taking sides.

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 3. Assess if people are introverts or extroverts: Sayeed’s extroverted nature might lead to more
confrontational or manipulative tactics, while Cynthia’s introverted nature may lead her to avoid conflict.
Knowing this, the GM should ensure that Cynthia is not overshadowed and that her concerns are heard
equally.
4. Review past conflicts: The GM should review any prior conflicts involving Sayeed or Cynthia. If Sayeed
has a history of bending rules or if Cynthia has been involved in conflicts before due to her rigid adherence
to procedures, this should inform the GM’s approach. If there is a pattern in Sayeed’s behavior, it would
indicate a need for addressing broader issues in his work conduct.
5. Assess communication skills: The GM should consider how effectively both Sayeed and Cynthia
communicate. Sayeed seems to be persuasive and assertive, while Cynthia, although firm, might be less
assertive in defending her stance. The GM needs to ensure that both parties are given an equal opportunity
to express their points of view.
6. Read body language: When discussing the matter, the GM should observe body language to identify
discomfort, frustration, or dishonesty. Sayeed’s body language might reveal whether he is being
manipulative or if he genuinely believes his actions are justified. Cynthia’s body language could show her
frustration or discomfort with the situation.
7. Try to reduce conflict: The General Manager (GM) should aim to reduce conflict by recognizing that
communication is often colored by personal experiences and biases. The GM should remain neutral and
avoid showing favoritism, especially given Mr. Wajid’s evident bias toward Sayeed. She should focus on
the facts and the integrity of the company's processes. The GM can also plan a private meeting with Sayeed
and Cynthia to explore whether there is any underlying tension or stress between them.
• Planning the timing and place of the conversation: It is important that the GM chooses a neutral,
private place to discuss the matter and ensure both parties are calm. This setting will help reduce
tension and allow for a more productive conversation.
• Realizing outside stress may add to confrontation: The GM should consider external factors
that may be influencing the conflict. Sayeed’s ambition for promotion, Cynthia’s commitment to
deadlines, and Mr. Wajid’s protective stance over Sayeed are all stressors that may be escalating
the situation.
8. Manage the language used: Finally, the GM should be careful with language, avoiding accusations or
negative labels. Instead of accusing Sayeed of dishonesty, the GM could frame the conversation around
the importance of following company protocols. For Cynthia, the GM could acknowledge her ethical
stance while encouraging open dialogue to find solutions in similar situations.
The GM should adopt a balanced and impartial approach. She must emphasize the importance of ethical conduct
and following procedures, ensuring that Cynthia is not penalized for maintaining her standards. At the same time,
she can mentor Sayeed on the long-term importance of integrity in client dealings. This approach will reduce
future conflict, promote clear communication, and reinforce ethical business practices.

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