Our orders are delivered strictly on time without delay
Visit http://www.lasvegassun.com/news/2008/jun/28/ toxic-feud-seius-top-ends-resignations/ to learn what happened when the conflict between the top two leaders of a union got out of hand. Then answer the following questions in a two to four page written response:
Hedderman was the longtime president of the union and had a more traditional approach to unionism. She focused on building relationships with employers and negotiating contracts that benefited the union's members. McAlevey was a more progressive union organizer who believed in using aggressive tactics to achieve the union's goals.
The conflict between the two leaders came to a head in 2008, when McAlevey publicly criticized Hedderman's leadership. McAlevey accused Hedderman of being too cozy with employers and of not doing enough to protect the union's members. Hedderman responded by accusing McAlevey of being a disloyal union member.
The conflict between the two leaders divided the union and made it difficult to function effectively. In the end, both Hedderman and McAlevey resigned from their positions.
Question 2: What did the two union leaders do to resolve their conflict?
The two union leaders did very little to resolve their conflict. They both engaged in public attacks on each other and refused to compromise. The conflict escalated to the point where both leaders were more focused on discrediting each other than on representing the union's members.
Question 3: In hindsight, what might have been done to resolve the conflict before it escalated so far?
There are a number of things that could have been done to resolve the conflict before it escalated so far. For example, the two leaders could have met with a mediator to help them communicate and resolve their differences. They could also have sought input from other union members and leaders to get a better understanding of the different perspectives on the conflict.
Ultimately, it was up to the two leaders to resolve their conflict. However, they were unable to do so because they were both unwilling to compromise.
Conclusion
The conflict between the two union leaders is a cautionary tale for all organizations. It shows how a personal conflict can escalate and damage the organization as a whole. Organizations should have processes in place for resolving conflicts before they escalate. These processes should include mediation and other forms of alternative dispute resolution.
In addition, organizations should create a culture where employees feel comfortable communicating with each other and resolving their differences. This can be done by training employees on conflict resolution skills and by creating a safe space for employees to talk about their concerns.
To answer your questions, I visited the article "Toxic feud at SEIU's top ends with resignations" published in the Las Vegas Sun on June 28, 2008.
Question 1: What type(s) of conflict(s) existed between the two leaders? Explain your answer.
The two leaders, Vicky Hedderman and Jane McAlevey, had a long-standing conflict that was both personal and professional. On the personal level, they had different personalities and clashed on their management styles. Professionally, they disagreed on the direction of the union and how to best represent its members.