For conflict resolution, roll a contest of aptitude, using the number of dice you possess. Here's the catch:

If you are using a personal aptitude against a manager, your dice are DOUBLED. Conversely, if you are using a corporate aptitude against an employee, your dice are also DOUBLED. So it is in your best interest to frame a conflict to your advantage.

You must use all your aptitudes in the corporate or personal realm to initiate conflicts before re-using an aptitude. This means if you initiate a productivity conflict, you have to initiate conflicts in teamwork, professionalism, and loyalty before you can attack someone with productivity again. This applies to social conflicts as well, but the two types of aptitudes are seperate - your social aptitudes have no bearing on your corporate ones related to cycling through. Note that if someone else initiates a conflict, they choose the aptitude and you just roll your dice - only conflicts you initiate have a built-in "waiting period".

You retain dice from conflict to conflict; you always have a fixed total. This total can be temporarily boosted by burning soul points or by friends lending support.

The person initiating the conflict chooses the aptitude both will roll against, which is why being called into your manager's office is such a cause for concern - you are probably walking into a situation where the manager will bring four or six dice to bear against you in a conflict they initiate. They will win, and it will hurt.

The person with the higher rank wins ties. Among equals, immediately settle it by starting a new personal fight using an aptitude chosen by the person who didn't start the initial conflict.

DAMAGE AND RECOVERY

Damage comes in the form of lowered soul.

The difference in the number of dice being rolled is the maximum amount the loser subtracts from their soul. The winner may choose to apply less damage, and is free to negotiate this with the loser in whatever way they choose.

Employees can recover lost soul by calling in sick (see Switching Roles, below). Managers do not have this luxury.

CONFLICT EXAMPLE

Mr. Pew, the manager, calls Henry into his office for a little chat about excessive photocopying. He's framing it as a productivity issue. His productivity is 2 and Henry's is 1. Because it is a corporate conflict and it is manager vs. employee, Mr. Pew doubles his dice to 4. He rolls four dice for a total of 14. Henry does not even need to roll - he's lost, since he cannot get a 15 on his one die. Mr. Pew can lower Henry's soul score by up to 3 if he wants to, but he's willing to only take 2 if Henry will promise to keep an eye on Gail, who Mr. Pew thinks is stealing office supplies. Henry reluctantly agrees.

LENDING SUPPORT

If you have a dog in the fight, you can lend support. This means you are openly backing another character in the conflict and can lend them one of your dice in the relevant aptitude. While this increases their chance of success, there is an implicit risk to you - as a supporter, you will share in the misery if they fail, losing the same credibility or soul that your little friend does. Since mangers will frequently out-dice employees, a little solidarity now and then may be the only way to carry the day.

Intro | Characters | Conflict | Play