Conflict In The Workplace

Conflict in the workplace wasn't really something I dealt with at the factory I worked at for three straight summers. The people there were accommodating, worked together, and kept the business running efficient. However, as I have mentioned in previous posts, cover32 was not and still isn't a well functioning media company. The management was not good previously, and a lot of conflict arose from that. Eventually, the managing editors got into some heated conversations about issues with the site.

Over the summer, there was a viewers issue. The NFL isn't as popular in the summer as it is when it is active in the fall and winter months. Many writers were concerned with this.

This person, let's call him Travis, had a different idea of how he wanted things to run at cover32. He was the editor for one of the teams at the time and eventually rose to a national editor role. Over the summer, the schedule was being set up for the national writers. Travis had other ideas about what the direction of the company could look like. He was very into the media itself and how ratings looked at the sports media giants. So, he decided that a podcast network should be added because more people were gravitating towards podcasts and not just random little stories about every team around the league.

However, many managing editors felt that the company was just fine how it was. Those guys felt that they did their work, got the revenue, and were good to go. Also, they seemed very opposed to change and evolution.

So, Travis brought up the changes. Most were on board with the podcast network. But, Travis brought up other things that no one knew about in the process. He felt that less posts and more radio talk was the answer to the issues with viewers and that hot takes (out there statements and analysis) were the face of the future.

Many editors were not on board here. This brought Travis into first model of action from Argyris and Schon's theories for action. Travis definitely believed with the negative response and tension that followed that the organization was volatile and he had to look out for himself. He approached some of us who were more on the fence and okay with the changes and tried to make us bring an offensive towards those who were not fans of the decision. This was his private solution, to pressure the others using those who weren't against him. He believed that more people could get the editors on the other side to change over to his side. He truly believed that the others were the problem this company faced and their lack of evolution would doom the company.

He then took the final steps of the first model of action. He intensified pressure to change and began using personal attacks in public areas. One of those areas was the group email. He called out specific people and that they were a hazard to the company. Eventually, with a podcast network losing steam and his lack of power to fully change the site, Travis left cover32 in the late summer to start his own site.

One way that this could have been avoided is a stronger management. Our manager, let's call him Tyler, was very laid back and avoided conflict at all times. He finally said something after the personal attacks in the group email, but never took sides other than then. If he had addressed the problems early on, the volatile situation could have been handled well before things got out of hand.

Team Production With Gift Exchange

Earlier this semester I talked a lot about a website I am a part of that had poor management and displayed some forms of opportunism. While that website is getting better, the other website I write for does a much better job and applies to these concepts. Rotoden puts in a lot better work and they coordinate things much better than cover32.

Overall, Rotoden certainly adopts the ideas of team production and a pseudo gift exchange model. The group coordinates with multiple writers and editors across every sport to put together a sports site made for the fans. Everyone puts in work in every category so that there is a continuous flow of views from all the fan demographics. The gift exchange in this case revolves around giving gifts in the form of articles in hopes to receive future rewards like an editor position or a weekly column.

This website relates well to the articles in the New York Times. The first article about the "sharing the spoils" idea and the marbles works out well. If a writer or editor needs help getting their articles out to the public, the team steps up and shares it any way they can. Everyone wants to succeed and wants to see everyone around them succeed. The idea of all members working hard and all members receiving benefit works in this way. The more views every article can get, the more everyone will eventually receive. As the article describes, collaboration is the key to "sharing the spoils". If everyone didn't collaborate, conflict could arise and the company wouldn't run as well as it does.

The second article, which describes the nature of "that's not fair!" and ways to (economically) think about solving this issue, works perfectly with Rotoden. Everyone in the sports writing industry certainly wants more and wants to be at the top, but the idea of scratching other's backs to build connections is important. While everyone certainly wants more, helping others will certainly influence them to help you in the future should you need it. The ideas brought up certainly work in this situation. Everyone can choose what they want to cover, which comes down to personal preferences. If you don't get what you want, the incentive to work hard still exists. Plus, being well rounded helps in the industry. If everyone helps to push articles out, traffic will increase and will benefit you along with others. These concepts are important to a well functioning site.

The final article discusses how people are choosing to act economically nowadays instead of looking at things morally. If everyone retweets, likes, and shares each other's posts, things run smoothly. But, there are always people who will act opportunistically and free ride in the situation. Things like that lead to the growing problem in the world that everyone assumes a person is selfish. Acting in a group's interest will only strengthen ties within the group and bring it closer together. Eliminating the idea of free riding and not helping others is certainly a part of what makes Rotoden a promising website.