Tim manages 13 machinists in his role as shop supervisor for a local crane manufacturer.
The company is in the process of moving its location, and must be out of its current building in one week. All of Tim’s machinists have been working Saturdays and Sundays in preparation for the move. Tim has also been working extended hours and has been experiencing distress during this period.
John also works at this company, but John is not a machinist. He is an accountant. Nevertheless, John has friends who are machinists and likes to visit with them on the shop floor. These “visits” run anywhere between 30 and 45 minutes. On one occasion, within the past week, John spent 60 minutes on the shop floor.
Tim has endured John’s interruptions with the machinists’ work tasks in the past because John is the only person of color who works in the front office. Tim understands John's need to engage with “like” employees. Tim has asked John to limit his “visits” in the past, but John hasn’t complied with Tim’s requests. He doesn’t get it. This time, Tim loses his cool and yells at John to “For the last time, get out of my shop!” John is shocked at Tim’s reaction and tells John , “It’s not a big deal. They’re not saying I’m bothering them.”
Tim at doesn’t know what else to do. John seems to be getting his accounting work done, but Tim’s machinists are struggling. Tim’s own job is on the line if the shop isn’t up and running in its new location next week.
--- Recommend an effective technique for dealing with this conflict.