In this paper we will be exploring the different types of conflict in some situations, some different strategies to dealing with conflict, and some strategies in dealing with conflict as a leader. By the end of this report, you should be able to successfully navigate or mediate a conflict while disarming the situation. Phenomenon Conflict resolution is a process in which interpersonal communication is used to allow two conflicted parties to reach an amicable and satisfactory point of agreement. There are some important things to keep in mind before diving head first into a conflict. There are plenty of different conflict styles (someone’s preference for how they have a conflict).
It requires open communication to uncover issues and concerns resulting in conflict, as well as alternative solutions. Collaboration requires strong commitment and honesty from all parties to be successful in overcoming conflict. Therefore, managements role is vital in uncovering concerns in a friendly manner that can encourages communication to unite different perspectives on a problem (Huebsch, n.d.). In addition, collaboration fosters consideration of concerns on the subject of controversy by repairing relationships, including the work relationship between Devin and
Nevertheless, they pay more attention to the relationship rather than the dispute itself. The most powerful style of mediators is evaluative mediators, who always determine the final outcome in a mediation process. However, it damages relationship between parties awfully. Overall, selecting the right style of the mediator is very important and practical to reach agreement during negotiation process.
These issues are the target point, the reservation point, and BATNA. Thus, having a clear mind for defining the target is vital to develop these points. That will help the negotiator set a strong foundation to negotiate with their counterparts. Secondly, being a hard worker has helped me put sufficient effort and time to analyse the situation of negotiation, the other party and certainly, my party. I have become more and more patient in a negotiation process, which includes the preparation before the negotiation, the real negotiation and the effects after a negotiation.
Such is present in negotiations. The wise thing to remember that in achieving a mutually satisfactory agreement, focus must be given to the respective parties’ hidden agenda and not merely on positions itself. It may come as a surprise that both parties underneath have similar interests. However, before reconciling differing interests, a negotiator must be able to identify the underlying interests. Fisher and Ury offer a set of questions to easily identify them.
Ideally conflict resolution is collaborative problem-solving, a cooperative talking-together process that leads to choosing a plan of action that both of you can feel good about.” I'm going to attempt to teach you how to deal with conflict and how you can effectively use conflict resolution, in order to create internal and external boundaries for yourself . Like in the other sections, I'll also be showing you some things that you should not be doing when it comes to conflict resolution and creating boundaries . What you should not do is as important as what you should
A conflict is a situation where two parties do not agree with a certain topic and many times use conflict behavior to reach goals that are incompatible, or may express aggression towards each other. Many of us have been in a conflict situation a time or two with themselves, a worker and/or other peers and cannot manage or resolve the issue. Creating conflict resolution strategies for people does not prevent conflicts from happening however, being able to inform and educate people can help manage and lessen conflicts. Here are a few ways you can manage and resolve conflicts by, identifying the types of conflicts, focus on the overall communication system, and compromise a solution that would be acceptable for both parties. The main focus that we need to identify is that we need to first understand the situation at hand.
There are several ways that we can aid in conflict resolution; however, to effectively resolve a conflict, we should various strategies that are appropriate for that particular conflict. This paper explores the strategies for managing different types of conflict, Group performance and satisfaction. My research will show that over time conflict-resolution tendencies will focus on the content of interpersonal interactions rather than delivery style, explicitly discussing reasons behind any agreements or decisions reached in accepting and distributing work assignments, and assigning work to employees who have that relevant task experience and expertise, rather than assigning duties based on convenience. Employees that are successful in conflict management are likely to be both proactive in anticipating the need for conflict resolution and developing solutions in a collaborative effort. Conflict management is an effort guide behaviors aimed at resolving conflicts which may occur between people or groups within an organization.
When someone attempts to use force to initiate and conclude a conflict. Those people who attack oth... ... middle of paper ... ...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. Works Cited CPP Inc. (2008).
Self-disclosure, messages (and message meaning), and transactional communication not only contribute to the solution, but can be by-products as well. Relationships are dynamic (Hamlett, Cycle 3). So too will be the conflicts that arise. Our ability to adapt and implement effective conflict resolution can actually strengthen a relationship and make the relationship more valuable.