I agree with the opinion that conflict should be seen as a positive rather than a negative. However, conflict can either be positive or negative depending on the parties involved and the mediation and negotiation styles. According to the authors in the art and practice of mediation, despite the fact we usually think of conflict as a negative term, it brings a positive side which enables parties enhance relationships, understand the root of the conflict, reinforce values of society and provides moral development and growth steps (Bishop, Picard, Ramkay and Sargent, 2015, p. 94, chapter 4)
According to Coser and Marx, conflict is an integral part of group formation and the group conflict will reestablish structure if there was non-from the prior
It is not a natural process, there has to be a need and a sense of interdependence. Mediation is a consensual, confidential, and impartial process. Mediation is usually done when both parties have exhausted all options for a negotiation to occur due to lack of trust, power dynamics, interests and values, emotions and poor communication. Mediation a non-aggressive process used by many parties in conflict resolution, it is usually a conflict-defining phase. The neutral third-party in the mediation process is called a mediator. According to Picard, “mediation is a form of assisted mediation where an impartial individual facilitates the negotiation process while the parties determine the outcome”(Bishop et al. 2002, p. 21). Consequently, to Kruk defines mediation as “a collaborative conflict resolution process whereby parties in a dispute are assisted in their negotiations by a neutral and impartial third party and empowered to voluntarily reach their own mutually acceptable settlement” (Picard, 2002, p. 22). This is to say that the mediator as a neutral party does not make the final decision for the parties. In a third-party decision-making process, the mediator clarifies and interprets the rules for the process of mediation. The mediator has three know and possible roles – 1) to facilitate communication between the parties .2) facilitate negotiation between parties in other to help them reach a joint decision and .3)
This is more of an individual and individual versus the larger group dynamic. Under core beliefs we try see if people are here to attain their self-interest or that of a larger group. Also, we try to apply the methods of conflict resolution learned from our family. This stage also enable one determine their belief of justice and fairness –the perception of justice and injustice. The second stage on theories that unify and explain abstract concepts elaborate on power and the principles of distributive justice. These principles are equality (fairness/justice), equity (the share of the pie, in terms of everyone having enough and as much as they contribute), and the need principle (those who need the pie the most get it). In most cases what looks just on one side can be unjust on the other side. Fairness is demonstrated under retributive justice whereby those who do wrong must be punished accordingly. The third stage of constellation is that on models of mediation and negotiation. It focuses on the models and conceptual frameworks the mediator has acquired from their profession, the logic behind it, limitations and past experiences and outcomes from using this model. The fourth stage is on facts and information pertaining to my mediation style, as well as the ethics and standards I must
In considering the probable benefits of mediation, Ridley-Duff & Bennett (2011) argues it would be helpful to consider various critical underlying theoretical questions: What is the reasons the negotiation failed? What are the barriers of effective resolution conflict by negotiation? Mediation saves time, money, promotes communication and cooperation, provides an environment to voluntarily resolve disputes, private and confidential, can reduce hostility and encourage healthy relationships, stress, can result in a win-win solution (Clarkson, Cross, Jentz & Miller,
"Mediation is a method of conflict resolution that is designed to help disagreeing parties resolve a dispute without going to court", our text states (Fallon & McConnell, 2007). The goal of a mediator is to find a compromise that is fair and acceptable to both parties. The agreement is not legally binding and does not always result in a settlement. Mediation is a flexible, voluntary, and confidential form of alternative dispute resolution (ADR) in which a neutral third party mediator assists parties to work towards a negotiated settlement. "The mediation process is not binding on the parties, and the mediator does not hear evidence" (Murray,
Jo-Anne Wemmers , Katie Cyr What Fairness Means To Crime Victims: A Social Psychological Perspective On Victim-Offender Mediation available at : http://www.apcj.org/documents/2_2_fairness.pdf last visit 3-21-2014
There are 5 different conflict management styles and using them can either negatively or positively affect relationships. I use all the styles of conflict management, but in my most recent conflicts I have been using a competitive style. The competitive style is mainly described as being quick to resolute, upfront, and in my case, fun. Like all the styles, there is drawbacks and benefits, but the competitive style is not too beneficial to everyone in the situation. If things do not go my way, I look to the other conflict management styles to resolve. That may sound self-centered, but that is not always the case.
Ott, Marvin C. "Mediation as a Method of Conflict Resolution: Two Cases." International Organization 26.04 (1972): 595-618. JSTOR. Web. 3 Dec. 2013.
...e personality clashes or warring egos, I believe it is important to act as a mediator that actively listens, when using confrontation techniques. Managing the conflict is about finding a mutual solution that is amicable to all parties concerned. For the mediator it is most important to have the ability to define the problem while acting as an intercessor and look for alternatives in its resolution while diffusing the conflict.
In the following rounds of mediation simulations enabled me to interchange my positon from mediators to disputants and put myself in others’ shoes. This exercise demanded another set of skills, such as neutrality and impartiality, and the mediator had to be physically and mentally equipped for the enduring processes of opening, private caucus meetings, conclusion, and follow-ups. One must be extremely cautious as you must strictly abide by the rules of confidentiality and no conflict of interests, as you are also not expected to act as a legal advisor for both sides.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Poitras, J. (2007). The Paradox of Accepting One's Share of Responsibility in Mediation. Negotiation Journal, 23(3), 267-282. Retrieved January 23, 2012, from ABI/INFORM Global. (Document ID: 1313496891).
Before understanding how to deal with conflict, one must understand what conflict is. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). Does the idea of conflict always have to carry a negative connotation? The growth and development of society would be a great deal slower if people never challenged each other’s ideas. The Learning Team Toolkit discusses three different views of conflict: traditiona...
Conflict can be negative in the same tense except it is dysfunctional and hinders the teams or the person’s performance or ability to attain goals or objectives (Reaching out, 1997). Negative conflicts tend to result from the most common aspects known as relationship conflict or task conflict. Task conflict occurs when team members disagree about the tasks at hand and how they need to be performed. The other common conflict is relationship. This occurs when team members experience intrapersonal incompatibility issues. This is typically detrimental to teams as it tends to turn personal because they differ in social and communication differences and never come to a positive resolution to forego these conflicts. This is different when compared to task conflict in that task conflict can potentially be beneficial because the issue does not become personal, therefore, bringing about new ideas. Negative conflict is destructive when it leads to stress, inability to take action, and the loss of esteem or purpose (Reaching out, 1997). Conflict is viewed as negative when it results in unresolved anger within the team, personality clashes, low self confidence and problems of efficiency within the team leading to low productivity.
The process starts when the conflicting parties individually agree upon an experienced mediator to guide proceedings. The mediator and the two conflicting sides thereafter meet in an area satisfactory to all those involved, and the grievances of every party are reviewed. Each person explains their concerns, whilst the mediator makes sure that both sides are heard perfectly and fairly. It is essential to bear in mind the mediator lacks the authority to make decisions in favor of either party , however is there only to aid the settlement of a mutually acceptable agreement.
How a person deals with conflict not only shows how they are as a person, but also shows whether they are negative or positive about things that happen in their life. People who are negative when it comes to conflict usually will have a bad, negative attitude about them, they most of the time try to be nice and sweet to everyone though. People who are positive when it comes to conflict are always happy and nice, when they are mad about something they are still smiling and happy. There are people who are really negative when it comes to conflict.
Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas
Mediation is a way to solve a dispute without having to resort to court procedure which sometimes could turned out to be rigid, formal and time consuming especially when it needed a lot of paperwork and the possibility of adjournment which could consume years. Besides that, unlike in court, mediator as a third impartial party did not acted as a judge who decides on the resolution however, the mediator will help the parties to explore the needs and issue which before preventing them from achieving a mutual resolution and settlement. The mediation process gave the authority towards the parties to agree with each other and open up the chance for the parties to meet with a resolution at the end of the mediation session.