Task Conflict Case Study

1. Task Conflict- A few weeks ago I had a meeting at work where one of our Production Leaders wanted to keep an employee, but I thought she should be terminated. He disagreed with my reasoning for termination, which lead into task conflict.

2. Relationship Conflict- I experienced relationship conflict last semester when I was President of the Communication Club. I had a member that was very opinionated and our personalities constantly clashed. There were multiple moments where there was competition for power. 3. Process Conflict- I have been in situations multiple times where there have been conflicts because of the way a group member did a task. I handle all of the hiring for our contract workers and one of my coworkers scolded me on the

What’s the difference between the integrative and distributive orientations to conflict?
Distributive orientations means that one person will won so the other must lose, where as in integrative everyone wins.
4. When might compromising be a good way to resolve a conflict? What factor would likely determine whether a compromising would work or not?
“When collaborative resolution is impossible or takes more time than is available”. The factor would be would each person be able to have a “trade-off”.

5. Describe the four steps of the principled negotiating procedure and then explain the importance/relevance of each step.
1. Separate the people from the problem. People will start to take the problem personally and they need to make sure they separate it. They need to be able to step away and have the chance to explain the issue with out any interruptions.
2. Focus on the interest, not the positions. People get so tied up on the titles that the job duties are forgotten or not as important as they should be.
3. Invent options for mutual gain. When creating options there should be multiple peoples best interest involved.
4. Use objective criteria. All parties should agree on the objective criteria so everyone will be happy and it will be

We had been training horses for a few years and we had just added a new client. We told the client that we would meet her at a horse show in Perry to pick up the horses from the current trainer. Once we got to the show we found the horses and started to take them from the stalls when the current trainer walked up in an aggressive manner shouting, “What are you doing?” We explained that the owner contacted up and that she was moving to our barn for training. After explaining everything the conflict was settled and we left with the horses. The short-term effects was the fact that we could not understand why the owner did not explain what was going on with the current trainer, which made us question her morals. The long-term effect was the hard feeling between her old trainer and