...YOU DECIDE: RESOLVING CONFLICT You Decide: Resolving Conflict- Three Guidelines Melsidra Reese Marriage and Family - SOCS 315 Professor Gomes 06/01/2015 DeVry University Introduction In this assignment I will be applying three positive solutions to resolve family and marital conflict. What we have is a married couple who have recently had a new baby girl; the baby is now three months old and the mother Leonora feels that she is ready to go back to work to finish pursuing her career. The husband Joshua has heard what his wife wants to do but feels that she should wait until their daughter is school aged and able to attend kindergarten; he also feels that the cost of daycare would be too expensive. Leonora is very upset by this and fears that she would have to start her career over if she waits five years, also Leonora has expressed that it would be difficult to live off one income. As a result there is tension and stress in the relationship and rejection is settling in. Guidelines The first step to work towards resolving this problem is for Joshua and Leonora meet in a public setting so they can establish a more respectful attitude and voice while stressing their individual thoughts; communication is the first key to better understanding each other in a relationship. Having each other’s undivided attention will ensure that they both can come to a rational point in generating optional decisions. The most common thoughts that comes to mind when individuals are...
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...Resolving Employee Conflict Chassidy Babcock Liberty University Abstract Conflict is a process the begins when an individual believes that they have had some sort of a negative influence brought against them, by another individual or group of individuals (Satterlee2013). Workplace conflict is conflict in the workplace usually over personality clashes, or opinions in relationship (Wikipedia, n.d.). Workplace conflict is usually a normal occurrence. Whenever people work together conflict is likely to arise, and it can present challenges to the management when resolving the conflict. It is important for the management to respond constructively and come up with a fair solution to both sides of the party (Sandiland, T 2015). Statics show that conflicts in workplaces happen more frequently that realized and it consumes manager’s time, causing a decrease in overall productiveness within an organization. This is according to a study conducted in 1996. A typical manager can spend up to 30% of their time during a day when solving conflicts, and in severe cases conflicts can take up 42% of a manager’s time (Workplace Conflict, 2013, Dec 31). Some of the causes of workplace conflict are work style ethics, such as punctuality, making good use of time while on the clock, and workplace cleanliness. Background is another issue such as culture, how a person’s upbringing was religion, and...
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...Conflict Communication Options Conflict is an inevitable part of life. How we choose to handle these conflicts say a lot about our character. There are numerous strategies that can be utilized that can help or hinder conflict situations. Our behavior in conflict situations can determine the manner in which a conflict will be handled. Each conflict communication option can lead to a combination of outcomes from: lose-lose, win-win, lose win or win-lose. It is vital that we choose the proper communication options to foster a successful conflict resolution. This essay will describe the four-communication options and determine which one is the best approach. Those that have a negative view of conflict often choose dysfunctional conflict cycles unknowingly when engaging in a conflict. One of the most common dysfunctional cycles is avoidance/accommodation. This cycle is the first choice amongst people who like to avoid conflict or give in and don’t express their feelings as soon as a conflict becomes apparent. People will do whatever they can to avoid major issues and usually do this by remaining quiet and are emotionally and mentally withdraw from the conflict. Those that have the behavior characteristics of avoidance often have low self-esteem, don’t make eye contact and have poor posture. Their low self-esteem lets people walk all over them and take advantage of them (Cahn and Abigail, 34). They are afraid to voice their feelings and opinions in conflict in fear of what the...
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...beliefs to stay in their homes, although their reasons why are much different. Not only does M-Core have a responsibility to their parent company, Silatel Corp., they also have significant ties to the community leaders within the New Oxford City Council. A third party constituent, The Nature’s Gift Society, has also pledged funds to come to the aid of the holdout residents if need be. Addressing the conflict and resolving the disputes must be handled in an efficient and timely manner. Concerns over broken friendships, animosity, and lack of trust with the company and the Council are all valid concerns the company and community leaders have. By resolving the issue with the holdout residents first, the conflict or interference from the society should go away. Stakeholder Perspectives/Ethical Dilemmas [Triple click anywhere in this paragraph to begin typing.] Frame the “Right” Problem M-Core, Inc. will become the world leader in the development of the next generation of multi-core processing chips by resolving the nonemployment disputes that have arisen between the company, holdout residents, the city council, and a third party constituent. Senior management believes success hinges on the development of the land donated to them by Silatel, the parent company. Many...
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...CONFLICT MANAGEMENT READING NOTE Conflict is a clash of interests, values, actions, views or directions (De Bono, 1985). Conflict refers to the existence of that clash. Conflict is initiated the instant clash occurs. Generally, there are diverse interests and contrary views behind a conflict, which are revealed when people look at a problem from their viewpoint alone. Conflict is an outcome of organizational intricacies, interactions and disagreements. It can be settled by identifying and neutralizing the etiological factors. Once conflict is concluded it can provoke a positive change in the organization. When we recognize the potential for conflict, we implicitly indicate that there is already a conflict of direction, even though it may not have yet manifested itself as a clash. Confliction is the process of setting up, promoting, encouraging or designing conflict. It is a wilful process and refers to the real effort put into generating and instituting conflict. Deconfliction is the annihilation of conflict. It does not refer to negotiation or bargaining, or even to resolution of conflict: it is the effort required to eliminate the conflict. Why conflicts arise In most organizations, conflicts increase as employees assert their demands for an increased share in organizational rewards, such as position, acknowledgment, appreciation, monetary benefits and independence. Even management faces conflicts with many forces from outside the organization, such as government, unions...
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...“HOW TOPROMOTE PEACE” |Peace Education | http://missmakanani.blogspot.com/2007/07/50-ways-to-promote-peace.html 1. Make friends with someone of another race, ethnicity, age, ability, or sexual orientation. Appreciating and embracing diversity helps to promote peace. 2. Get to know your neighbors. It’s hard to reclaim peace without a sense of community. 3. Take an adventure to neighborhoods of your town or country that are ethnically focused to appreciate diverse cultures. Cross-cultural understanding is key to building peace. 4. Travel to learn. Get first-hand experience in how things happen in other places and bring home questions about how you do things at home. 5. Drive with patience and tolerance. Keep the peace on our streets and highways. 6. Listen more. Really listen, without giving unsolicited advice. The validation of being heard is often more important than solving the problem. 7. Spend time with a youngster. This can often remind us of the meaning of a peaceful world. 8. Practice the art of patience. Be careful not to rush to judgment or action. 9. Start peace...
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...Foreclosure Crisis in Florida and Beyond: Suggested Conflict Resolution Framework For Resolving this Crisis American Dream (or) American Nightmare [pic] [pic] David W. Puckett Email: dpuckett@dvergence.com Skype: david.w.puckett Twitter: davepuckett@twitter.com Phone: 813.727.3583 Introduction Each day there are stories reported in the news about mortgage foreclosures, detailing the single biggest financial crisis to hit the nation that is creating a strangle-hold on our economy and preventing economic recovery. While the entire nation has been stunned, the crisis has disproportionately affected the states of Florida, Nevada, Arizona, California and Georgia; these states were hit with an unprecedented loss of value in residential real estate. According to the leading provider of real estate industry statistics, Realtytrac.com (2011), one in every 611 United States housing units had a foreclosure filing during the month of July 2011 and it appears that the foreclosure processing delays, combined with the smorgasbord of national and state-level foreclosure prevention efforts such as loan modifications, lender-borrower mediations and mortgage payment assistance for the unemployed may be allowing more distressed homeowners to stave off foreclosure.. A CNBC report said that the falloff in foreclosures is not based on a “robust recovery in the housing market but on short-term interventions and delays that will extend the current housing market...
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...TRADE UNION MALAYSIAN AIRLINES MUST RESPECT TRADE UNION AND WORKER RIGHTS OVERVIEW OF THE ISSUE Malaysia Airlines (MAS), a government linked company continues to violate worker and trade union rights. Recently, MAS commenced disciplinary action against Mohd Akram bin Osman, the Secretary General of the National Union of Flight Attendants Malaysia (NUFAM), and 30 other NUFAM members. The show cause letter date on or about 14/2/2014 asked why disciplinary action should not be taken against them by reason of their participation in an ‘illegal’ gathering on 27/11/2013 at the Ministry of Human Resources in Putrajaya. The National Union of Flight Attendants Malaysia (NUFAM) is a registered trade union, and it had sought recognition from Malaysia Airlines, the employer of the some of its members. Recognition is a legal requirement in Malaysia before an employer can be compelled to sit down, negotiate and agree to a Collective Bargaining Agreement (CBA). When MAS rejected the application, the Director General of Industrial Relations (DGIR) conducted a secret ballot which involved all qualified employees, NUFAM succeeded in getting 62.73% of the votes, and thereafter on August 2013, the DGIR issued the formal letter acknowledging NUFAM as a recognized union. It must be noted that in Malaysian law, MAS, as employer, would had to agree on the list of qualified employees entitled to vote before the secret ballot, and as such challenging the result and the subsequent recognition...
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...Conflict Resolution in High School Youth conflict resolution has been around for a while and has been very successful in some schools. The biggest problem has been keeping a program going. Training, funding, and finding time to keep it a part of a school are difficult challenges. Conflict resolution means teaching young people new and different ways to resolve disputes without resorting to verbal or physical violence. Many adolescents today are caught up in situations of teen conflict that they cannot manage – jealousy, name calling, teasing, gossip, stealing another’s property, dating and friendship issues, and bullying and outright aggression. Schools are frequently the center of many of these tensions. Conflict can also branch out from the school and lead to problems in the community. Conflict resolution education is an important component in violence prevention and intervention program in schools and youth communities. It is used in approximately 15% of schools in the United States. The most successful programs seem to be those that offer a comprehensive approach to problem-solving, teaching effective listening and communication skills, and critical and creative thinking with an emphasis on personal responsibility and self discipline. Sweeney and Caruthers (1996) define conflict resolution in a concise way, “the process used by both parties in conflict to reach a settlement.” Conflict is basically the result of two or more people possessing differing opinions...
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...Contents INTRODUCTION 1 MAIN BODY 2 RECOMMENDATIONS FOR CONFLICT TRANSFORMATION 7 CONCLUSION 9 BIBLIOGRAPHY 10 Introduction Over the last few years controversy surrounding Fracking has reached new levels. Fracking or hydraulic fracturing as it is also known as is the process where natural gas is extracted from layers of shale rock deep within the earth. Fluids are injected into the earth at high pressure which then creates new passages from which the gas is then extracted. The process of fracking has created controversy due to the fact that many believe the process has had a negative impact on the environment. Anti-fracking groups believe that the process in morally wrong due to the vast quantity of water which is required in order for fracking to take place while others believe that fracking is responsible for the increase in earth tremors. On the Other hand Pro-fracking groups believe that the claims regarding the negativity surrounding the dangers of Fracking are unfounded and the process is completely safe. The issue of fracking in the area has seen the emergence of groups with polarising points of view, those who believe that fracking will benefit the local region and those who believe that fracking will cause long lasting damage to the environment, local wildlife and the health and wellbeing of the local community. This essay will look at the historical context of the issue and the underlying causes of the conflict to date. The essay will also look at the main stakeholders...
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... Chittagong University, Chittagong. Conflict management- its nature, significance and impacts in BD firms Executive summary Whenever people talk of conflict or say that a conflict has developed, the usual impression is that there is something frightening. This notion prevails despite the fact that people know there is no organization which is altogether free from conflicts. Even non-profit and service organizations such as educational institutions and hospitals are not devoid of conflicts. Which is inevitably is recognized by an individual only when individual is faced with a conflict situation. In all other cases, one refers to it as bad and avoidable and regards it as a failure of parties in conflict. But productively engaging in conflict is always valuable. Most people are willing and interested in resolving their conflicts; they just need the appropriate skill set and opportunities in which to practice this skill set. Without a conflict skill set, people want to avoid conflict, hoping it will go away or not wanting to make a “big deal out of nothing.” Research and personal experiences show us that, when we avoid conflict, the conflict actually escalates and our thoughts and feelings become more negative. Through conflict self-awareness we can more effectively manage our conflicts and therefore our professional and personal relationships. Furthermore, by...
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...values that are related with the management and organizational membership. The main theme of this frame is though the employees have different views based on their learning and education; they must have some common goals to be achieved while working in an organization. It finds expression by the implementation of the mission statements and it measures the success through the achievement of actually got. Unitary frames starts from the values and assumption. It says that workplace conflict is not expected at all between the manger and employee in the working environment [ (Dicker, 2003) ]. A conflict starts from two people’s behavior or occurrence that have a huge influence over other employees and parties to commit further conflict or problems in the workplace. Pluralistic Frames In this frame the organization is divided into powerful and different sub-groups. The basis of division may vary. Each group has its own objectives and purposes. Every group has loyalty and respect towards its leader. Conflict in this frame is not viewed as a bad thing all times....
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...Introduction “We, as peace-keepers, represent the United Nations and are present in the country to help it recover from the trauma of a conflict. As a result we must consciously be prepared to accept special constraints in our public and private lives in order to do the work and to pursue the ideals of the United Nations Organization” United Nations DPKO [1] These words illustrate the highest standards of integrity and conduct that need to be maintained and performed by the UN peacekeepers as required by the United Nations Organization. The world’s largest “club” embodies the aspirations of all the people of the world for maintaining peace and security of all its member states. It also at a glance demonstrates the main role or aims that have been made the responsibility of UN peacekeepers in relieving a conflict-torn country, although it relies on their dignity and restraint. Despite the many motivations behind UN peacekeepers (soldiers) joining the UN peace operations, such as compulsory military service, the opportunity for travel or adventure, to pursue a career, adding some skills that can be useful after retiring from service, or simply for better pay; many express their interest to bring peace to people and stability to an area wrecked by conflict.[2] My experience as a former UN peacekeeper in the Democratic Republic of the Congo (DRC) from 2004 until 2005 encouraged my intention to analyze what was going...
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...organization. I have collected the information about International aspect of ADR from different site of internet. At first I have collected different books relating to ADR. For the laws regarding ADR of Bangladesh and international, I have followed different Acts and Convention. INTRODUCTION The attempt to settle a legal dispute through active participation of a third party (mediator) who works to find points of agreement and make those in conflict agree on a fair result. Mediation differs from arbitration in which the third party (arbitrator) acts much like a judge but in an out-of-court less formal setting but does not actively participate in the discussion. Mediation has become very common in trying to resolve domestic relations disputes (divorce, child custody, visitation), and is often ordered by the judge in such cases. Mediation also has become more frequent in contract and civil damage cases. There are professional mediators, or lawyers who do some mediation for substantial fees, but the financial cost is less than fighting the matter out in court and may achieve early settlement and an end to...
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...System Maintenance Manager directs and coordinates maintenance actions, test and performs operational procedures on all AEGIS Combat System elements to achieve performance standards meeting design specifications. He needs to have the moral integrity to know what is right and wrong, who is lying and telling the truth, be able to make the tough decisions when it comes to personnel arguments and stay true to his moral fiber. Direct and coordinates the efforts of AEGIS Combat System personnel to ensure an integrated approach to achieving full combat system operational status. Combat System Departmental Leading Chief Petty Officer Leads the department of 85 personnel that operates, maintains and troubleshoots the core of the Aegis Destroyers war fighting capabilities. The department is comprised of Fire Controlmen, Interior Communication technicians and Electronic Technicians. When I asked Mr. Hively about his likes and dislikes about his position he answered...
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