...them in details. Specifically, the paper entails an elaborate discussion on mediation, negotiation and compromise as conflict resolution strategies. Mediation and negotiation are alternative dispute resolution ADR strategies while compromise is an incorporation of litigation and can also be part of ADR. The three strategies are applicable for organizational and other types of conflicts. Apart from proposals off the potential applications of the methods, the paper also presents a comparison between the three methods and the legal systems of resolving conflict. In addition, it discusses in brief the processes, benefits and the limitations of the processes. Mediation Mediation entails a due process that involves a neutral third party, a mediator, in conflict resolution. The mediator is never judgmental nor partisan during the process. The mediator never decides any wrongdoers but focus on the problem-solving process. Mediation allows for the revision and adjustment of the conflict scope. Agreements after mediation are readily acceptable than those from a judicial ruling because all participants are involved in reaching a compromise. Mediation is informal and involves a mediator that guides the process. The mediator engages the disputants to drop hostilities and come to a mutual agreement. In fact, mediation is multi-step and is designed to yield ultimate outcome those establishes relationships and resolves disagreements completely. Mediation starts with an opening statements form...
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...Main Topic: Managing Workplace relationship, conflict and negotiation skills include effective communication. Building relationships within the workplace According to Harbour S. (2015) establishing and maintaining good working relationships is the key to a positive workplace. Effective businesses encourage the development of positive relationships between managers and employees as well as amongst coworkers. It is imperative to create a clear and concise company mission statement and distribute a copy of the statement to each employee, so that they can be clear on exactly what is expected of them and the intended goal of the business they represent. Teamwork should be encouraged through formal and informal team-building activities. Management could always arrange a company-oriented outing, such as fun days consisting of activities such as tug a war or cricket, or involve the office in a team-based charitable activity. Good relationships in the workplace thrive when individuals feel part of a team and comfortable with their teammates. The need for two way communication should be encouraged, as this would boost staff morale. The better and more effectively persons communicate with those around them, the richer the work relationships will be. All good relationships depend on open, honest communication. Managers should always reward great work as quickly as possible, and address problems or concerns immediately. Acknowledge staff members publicly with written or...
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...Scott Kenyon Baker College Conflict Management Cultural Diversity-Conflict Paper UIN# 105-65604 Cultural Diversity and Conflict Conflict is a normal part of life, there are bound to be miscommunication and differences of opinion when relating to work, family and relationships. How you choose to handle them can change the level of success you achieve in all areas of your life. Now imagine if you are dealing with a person, who has different cultural values than your own. We will cover how these differences affect the outcome of conflict and how you might need to change the techniques used when dealing with conflict to match up with a different value system. With the changes in business to a global market place, it has become more important than ever to understand the changes in negotiations between cultures. The differences in culture break down to five main areas described by Hofstede. These areas are Power distance, individualism, Masculinity, Uncertainty avoidance index and long term Orientation. I found that while there are some similarities, there are areas of great difference between the two cultures. Many of the manners in which we deal with conflict in the west would not apply within the Chinese culture. The first area on the scale deals with Power Distance Index (PDI), which is the extent, by which the power is distributed unequally between the members of a family or within an organization. In the US culture it is scored at a 40 showing a much smaller divide...
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...Conflict Intervention and Recommendation Paper Introduction Whenever there are issues within a family that led to separation, as it has with the Patton family, professional intervention should be considered. The manner in which these issues are conflicts are confronted could determine the mental health of the family involved in the conflict. Conflict is a fact of life (Wilmot & Hocker, 2011). When conflict is handled in a timely manner mental health is improved and the likelihood of depression is dissipated. The Patton family is experiencing major issues because of the avoidance of conflict, and avoiding channels that could facilitate in resolving their conflicts. Professional intervention such as mediation, arbitration, and negotiation all have positive outlooks; however, they present challenges as well. This evaluation will consider each of these processes and determine which would be most effective in resolving the Patton families conflicts. Evaluate The Benefits Mediation has many advantages, it is a less expensive alternative than the docket in the courthouse. When considering the Patton family situation mediation encourages collaboration, and cooperation. They need to come together and start a dialogue between each family member. Conflict cannot resolve unless there is effective dialogue between the disputants. Mediation can respond to many concerns, when delving into the lives of the Patton's it is important that every issue is addressed not just the concerns of the...
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...An important part of our role as leaders is leading and managing through conflicts. Conflict can arise internally between team members, between a leader and a team member, between two departments, or between two leaders. A conflict can also arise externally between a team member and a customer, between a leader and a customer or between a team member or leader and a supplier or a vendor. Conflicts can have serious consequences including “product delays, increased costs, and dwindling market shares” (Dubrin 2010). Conflict also bars collaboration between departments or between team members. Before we try to resolve conflict, we must first understand conflict. Then, we must consider the five conflict management styles and determine which one to use in the specific situation. We as leaders can also use different approaches to resolving conflicts. This section of the handbook will discuss understanding conflicts, the different conflict management styles, and approaches to use to resolve conflicts. Understanding Conflict We cannot attempt to resolve a conflict until we fully understand conflict. Conflict is a normal and healthy part of relationships. When handled properly, conflicts can actually strength a relationship instead of destroying it. (Segal & Smith 2013) Many different things cause conflicts. Eight common causes of conflict are (Gatlin, Wysocki, & Kepner 2002): 1) Conflicting Needs – In the workplace, these needs could include resources, recognition, or power...
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...cost and delays in litigation procedures together with increasing globalization have led to more flexible means of resolving disputes which provide alternatives to court-based litigation governed by the law and procedure of a particular state or country. Disputes are generally an inevitable part of human interaction; they may be domestic, international, civil, commercial or economic in nature. Litigation has been the traditional method of resolving disputes, which may arise as a result of default by a party. Overtime, the process of litigation has become more and more time consuming, expensive and cumbersome and increase in the number of cases in courts have led to congestion and delay in their resolution. Some Disputes are sensitive and confidential in nature and disputants may prefer settlement in private to one in public glare of court. In addition, the complexity of court litigation tends often times towards increase in costs which disputants are naturally anxious to reduce. On the other hand, there may be claims involving small sums, which may not be worth the cost of litigation. All these have led to the development of alternative methods of resolving disputes. 1.2 ALTERNATIVE DISPUTE RESOLUTION METHODS The term “Alternative Dispute Resolution” (ADR), is used generally to describe the methods and procedures used in resolving disputes either as alternatives to the traditional dispute resolution mechanism of the court or in some cases supplementary...
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...Conflict Resolution and Peacemaking University of Phoenix PSY/400 Dr. Abstract Conflict resolution is a method of facilitating a peaceful resolution of a conflict. It is also knowing how to manage and reduce if not resolve a dispute or a conflict. Japan has been employing a strategy in trying to resolve their current conflict with China through a non- violent means and this is through a simple handshake. The Japanese has been negotiating for the handshaking to happen with the goal of striking a mutually satisfactory deal. Key words: handshake, conflict management, negotiation, collaboration. The current tension between China and Japan over disputed islands in East China Sea has been a cause of concern by political and economic leaders in the Southeast and East Asia Regions. However, the tension could be lessened by nonverbal gestures and niceties as asserted by Katie Shonk in her Harvard-published article on November 5th, 2014 entitled “For Conflict Resolution in Asia, A Simple Handshake Could Go Far” (Shonk, 2014). A simple but significant gesture, a handshake between Japanese Prime Minister Shinzo Abe and Chinese President Xi Jinping is what the Japanese officials hope will happen during the regional economic summit in Beijing scheduled this month. There are two major factors that have caused the strain in the relationship between the two countries. First is the refusal of Xi to meet with Abe. It was surmised that “Xi would not engaged in formal...
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...CONFLICT T he success or failure of any organization is dependent upon the use of its indigenous, collective energies. When procedures are clear, the "esprit de corps" is high, and the business is said to be productive. But whenever people come together in one setting over a period of time, you can always expect conflict to find itself in the midst. The Webster’s dictionary defines conflict as a sharp disagreement or opposition of interests or ideas but from a more objective perspective, conflict is “a state in which one party perceive that another party has, or is about to negatively impact something that is important to the first party” (Robbins, 2006). The key word to note in this definition is “perceives”. Perceive is a concept that occurs within the mind. It is one’s interpretation of a situation or thing and does not necessarily have to be true. That might explain why on many occasions, a conflict that arises; may be unnecessary or misguided and result in wasted time. Causes of Conflict A s you may discern, the causes of conflict are numerous and each has their own accompanying challenges. Within the organization however, C. Brooklyn Derr in his book Major Causes of Organizational Conflict: Diagnosis for Action, stated that there are six (6) main causes of conflict: 1) The interpersonal disagreements that arise when one person is experiencing individual stress. People bring their whole selves to the workplace and they may...
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...Abstract Social Media continues to grow in today’s society. With its added growth companies and managers need to be fully aware of the business that they conduct online. They also need to be concerned with jurisdiction and how that may affect the business. In the event of an issue the company should be informed about alternative dispute resolutions. The manager should understand the agency relationship and its effect on the company. Social Media Social Media is increasingly becoming the preferred medium for businesses to use as a means to advertise and promote a business. Social Media sites such as Facebook, Twitter, and LinkedIn are some of the most popular social media sites today. Social Media is relatively inexpensive for businesses to use and it reaches millions of people instantaneously. These sites give the consumer a relatively simple means of communicating with the business. Facebook is currently the most popular of the social media sites. Facebook allows a company to setup their own direct page that a customer can like the companies, use links to access websites or promotions. On the companies Facebook page customers have the ability to post comments. Using Facebook as a means for a business to promote and provide access to that particular company comes with a lot of legal responsibility that an astute manager would need to be aware of. There are four major components that a legally astute manager would need to be aware of. The first component that the legally...
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...Conflict Resolution Introduction Conflicts are a natural part of life and therefore a natural phenomenon in the education sector. In any school, there is the potential for conflict, because students may misunderstand one another, teachers may disagree on resource allocation, the administration may have issues with the staff parents may have some causes for complaint against the school or disagree on some of the school policies. The potential for conflict exists because people have different needs, views and values. But, when such conflicts are properly resolved, the atmosphere at school is more pleasant for everyone. Teachers can spend more time teaching and students can spend more time learning. Below is an analysis of the conflict resolution strategies which have been used to resolve conflicts in the education sector. Conflict Resolution Strategies in Schools 1. Mediation: This is a structured, goal oriented process that follows clear steps and resolves disputes confidentially. It helps disputing parties to assess their options realistically and reach mutually acceptable solutions. In mediation, an independent third party, the mediator, helps the parties involved in the conflict to talk with one another and to listen to one another’s grievances. Through this exchange of information, the parties gain insight into how the other is feeling about the situation, and they achieve understanding and respect. Mediation is a very effective conflict resolution strategy...
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...Reflection Paper I found the Conflict Style inventory assessment test to be informative as it explains the five styles of how one responds to conflict. The information gleaned from the Style Matters assessment equips individuals to assess their strengths and weaknesses of their own conflict resolution styles and the styles of others, and how best to respond and engage in low and high-level conflict. Therefore, the report was detailed as it indicated and rated one’s reactions to low-level disagreements specified as Calm, when using the five conflict management styles as compared to the Storm classification indicting high stress and heated emotions (2005). Kraybill (2005) describes each style, as the first style is Directing. This...
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...are common to work in a teams. Conflict is defined as disagreement between individuals. Conflict can arise among members within a team or between one team and another. Conflict refers to antagonistic interaction in which one party attempts to block the intentions or goals of another. Competition, which is rivalry among individuals or teams, can have a healthy impact because it energizes people toward higher performance. Whenever people work together in teams, some conflict is inevitable. Bringing conflicts out into the open and effectively resolving them is one of the team leader’s most challenging jobs. Conflict in corporate teams is fine as long as team immediately works toward a solution. The role of conflict in work teams is determined by the manner in which it is managed. Conflict is a driving force of change that can result in improved decision-making processes and progressive team development. However, teams must learn to be confrontational without destroying the team process. Teams are able to handle conflict and perform at a high level by following a framework of communication needed for managing conflict constructively and capable to mediate their own conflicts, improve both productivity and member relationships. Teams are typically made up of a diverse group of individuals, each member possessing different capabilities and skills. This element is what makes the use of teams so advantageous; however, diversity can also create conflict. Therefore, it is important for...
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...Methods of Resolving Conflict in a Diverse Workplace Running head: RESOLVING CONFLICT IN DIVERSE WORKPLACE Your name here Your University name here Table of Contents Abstract 3 Problem Statement 4 Literature Review 10 Draft Research Design 22 References 29 Abstract Workplace conflict must be analyzed as a social phenomenon and this social context means that conflicts are caused by a wide variety of factors, including an increasingly diverse workplace. The focus of this study is on how these forms of social conflict are managed and resolved in the workplace – which has become increasingly more diverse in recent years – with particular attention to innovative perspectives that facilitate better understanding of conflict resolution and improve approaches to conflict management. Managing conflict is undoubtedly one of the most critically important dimensions of the management of the employer-employee relationship. While conflicts or disputes are a natural result of the structure and operations of the workplace, employers need efficient ways to resolve such conflict quickly and fairly to avoid the many negative costs generated by unresolved problems. As the generally weaker party in the relationship, employees need the protection provided by both formal and informal dispute management systems aimed at achieving organizational justice. This issue, as well as many others, is addressed through an extensive...
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...Conflict and Mediation OL 7001-8 Assignment 6 Karen Platt Dr. Benton September 6, 2015 Mediation Workplace-based stress may be triggered by interpersonal differences, which can produce damaged relationships, loss of productivity, decreased job satisfaction, and lowered morale (Cahn & Abigail, 2014; McKenzie, 2015). Stress is the emotional or intellectual response by someone to a perceived threat in his or her workplace or personal life (Cahn & Abigail, 2014; McKenzie, 2015). In many cases stress can result in workplace conflict. Not all work-place conflict can be resolved without third-party intervention. A third-party is brought in to facilitate a negotiation process when individuals cannot negotiate or agree on an issue effectively. Mediation is an intervention in a standard negotiation conflict acceptable by all involved parties (Cahn & Abigail, 2014). The unbiased third-party has limited or no authoritative decision-making power, is neutral, and perceived as being fair (McKenzie, 2015). Mediation has been found to produce better organizational outcomes than other interventions. This paper provides a closer look at mediation, mediators, and the process used during conflict resolutions. In addition, the author has provided an example of a practical application of a mediation plan used by mediators. Mediator’s Roles and Responsibilities Independent mediators are neutral, impartial, and normally have no prior relationships with the...
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