Essay About Conflict Resolution

Essay about Conflict Resolution
Many people lead busy and challenging lives, so they encounter conflict on a daily and sometimes
hourly basis at home or at work. As for the people who become involved in conflict, they rarely
have any or little understanding about the sources of conflict or how to manage it when it occurs.
The whole other level that many people fail to understand is how often nurses encounter conflict and
how difficult it can be to find a resolution. Between dealing with patients and their family, nurses
also have to be on the same page as the doctors, other nurses, as well as people from other
departments in the hospital. Nurses in particular encounter conflict and usually have no
understanding of how to resolve it, which is a major problem health ... Show more content on
Helpwriting.net ...
Patient's feel like they have more power and understanding when they are physically involved. Not
only is it their right to know what you are doing to their body, but it also helps in their recovery
significantly. As nurses, it is our responsibility to understand and recognize that everyone has
different communication styles and responses to conflict. Healthcare in general is so complex, that it
allows room for numerous errors. Nurses deal with people from diverse cultures, so they have to be
willing to work with the patient to learn their beliefs and respect the patient at the same time. A
language barrier can create much conflict, especially since patients as well as nurses are both more
than likely to become frustrated. Nurses have to take all measures to creating calm situations, so that
the patient can stay in a relaxed state during their stay. If they feel uneasy and unsure about what is
going on, they will not feel comfortable with you caring for them, which can also cause more
problems than necessary. There are many mechanisms that have been established to help prevent
conflict as well as conflict resolution. For example, the AVID approach is a great tool that anyone
can use. In order to deal with the stress of everyday life, this simple method of thinking about others
and situations may help you stay focused and positive while interacting with others. The AVID
approach includes assuming, validating, ignoring, and
... Get more on HelpWriting.net ...

Conflict Resolution Styles
Abstract We deal with conflict on a daily basis, whether it is in our personal lives or professionally.
Learning how we, as individuals, best approach conflict resolution will allow us to become better
mediators in managerial positions. Also, taking into consideration the different types of conflict
resolution styles will help us learn what those individual needs are and gain a better understanding
of where the perspective their concerns come from. Managing conflict styles, understanding why
conflict occurred, how to move forward, how conflict is perceived, coping with conflict and
communication are extremely important in understanding the journey to a positive outcome where
conflict is concerned. Introduction There are five different responsive approaches to conflict
management styles that explain your personality and what you gravitate towards. There is a short
survey one can take to ... Show more content on Helpwriting.net ...
J. (n.d.). 13 Tools for Resolving Conflict in the Workplace, with Customers and in Life. Retrieved
February 15, 2017, from Mediate Everything website:
http://www.mediate.com/articles/bermanlj3.cfm Cross, V. (n.d.). Five Approaches to Conflict
Resolution. Retrieved February 14, 2017, from Chron website: http://smallbusiness.chron.com/five–
approaches–conflict–resolution–21360.html Grey, S. (n.d.). How to Manage Conflict Through
Communication. Retrieved February 12, 2017, from Our Everyday Life website:
http://oureverydaylife.com/manage–conflict–through–communication–25565.html Harper, J. (2012,
July 18). 10 Tips for Tackling the Toughest Workplace Conflicts. Retrieved February 14, 2017, from
U.S. News website: http://money.usnews.com/money/careers/articles/2012/07/18/10–tips–for–
tackling–the–toughest–workplace–conflicts Myatt, M. (2012, February 22). 5 Keys of Dealing with
Workplace Conflict. Retrieved February 1, 2017, from Forbes website:

Conflict Resolution Essay
Throughout one's life, one establishes many relationships. Some are built upon, and become strong
and unshakable, some are broken and left to dissolve. While some are paved slowly and with love,
blossoming to become something wonderful, others are blown apart – the pieces scattered, never to
be put back together again. Though these relationships vary, from professional to personal, they are
all prone to encountering some form of conflict. John Dewey has designed a problem solving
sequence with 6 (six) steps, listed and explained below, to facilitate resolution of these conflicts.
Since the way one deals with conflict within the relationship will affect how the relationship
progresses, it is vital that one ... Show more content on Helpwriting.net ...
Example: George, a co–owner of a small coffee shop has noticed that there are fewer customers
coming in to his store. He is worried about his profit, and is reluctant to change anything about the
store due to the cost. Max, the other owner, is more concerned with the quality of the food they
provide, and is willing to make any changes necessary to avoid failure on this project. At the
meeting, they define the problem in a clear open–ended question and they limit the problem to time
period that is reasonable.
How can we improve our shop's sales within the next three months?
2. Establish criteria for evaluating solutions.
The solution can be either a practical one, which would affect material gains or losses, or one based
on value, which would fallow a goal that reflects image or purpose. Max and George have decided
to incorporate both types, and each solution that they come up with must meet the established
criteria.
The solution must cause a 5% increase in sales, must be cost effective, and can not affect the quality
of the products.
3. Identify possible solutions
This is where the parties (in this case Max and George) "Brainstorm", or state as many solutions as
they can think of. It is important to keep in mind, however, that these solutions must conform to the
criteria mentioned above.
On Fridays and Saturdays there could be popular music playing

You Say You Want A Resolution Analysis
A resolution is a firm decision to do or not to do something. In Heidi Pollock's essay, "You Say You
Want a Resolution" she describes the true meaning of a New Year's resolution. A lot of people might
pick only one resolution for New Year's. They might say they want to lose a certain amount of
weight or to stop drinking soda. According to Pollock though, that is not the correct way. In
Pollock's words , "A true resolution should be an addition to your life, should expand your horizons
and help you grow as a person". Her view is that people should have three resolutions; one from the
Health & Lifestyle category, another from the Education/Practice category, as well as one from the
Project/Task category. The reason for the three is to increase the odds in being successful in
fulfilling at least one of the resolutions. So my three New Year's resolutions for next year are
washing my face every night before bed, reading a book I would not normally read at least once a
month, and finally finding a job for myself. My first resolution will definitely be hard to achieve,
especially every night. The reason for this is because I like to stay up late till I become so tired that I
end up going to sleep before washing my face first. Another reason is that I usually come home late
and by that time I am so exhausted that I once again go straight to bed before washing my face that
is full of makeup. A way I can break this habit of going to sleep before washing my face, is for me to

Conflict Resolution Conflict is part of human existence. The world is filled with conflicts in all
realms of life. Evidence of unresolved conflicts in greater scale are the chaos around the world that
we hear and see from the daily world news. Everyday we experience some sort of conflict that are
either insignificant or relatively important whether we are at home, at school, at a coffee shop, or at
work. ... Show more content on Helpwriting.net ...
A recent conflict incident in San Diego involved a medical group paying $6 million to one of their
doctors that was fired for whistle blowing, that turned around and sued the medical group for
wrongful termination (10news.com). Conflicts are waste of resources, costly, and can inflict damage
to the organization. Perceptions play a great influence in conflict. Disagreement or conflict usually
arises when each party has different perception of a given situation. There are number of factors that
influence one's perception. Different cultural backgrounds and previous experiences create varying
influences on how we deal conflicts (online training solution). It is sometimes difficult to break
away from the cultural beliefs and values that someone was brought up with. Unfamiliarity also of
someone's cultural background can create negative perceptions. Pointing at someone when talking to
him or her might not be considered rude to people from Asian countries, but it is typically offensive
for Americans. An only child that grew up being the family's center of attention may sometimes find
it difficult playing well with others. A co–worker of mine who is an only child admitted to me that
she does not get along

Conflict Resolution
What does conflict resolution mean to me? Conflict resolution is when an impartial or neutral
person puts a plan into action to resolve and settle issues within an organization or a team. In the
business world today a great amount of focus is being placed on employees working as team unit to
increase new ideas, distribute more job responsibilities among a larger group, and most important
create a unified front and camaraderie. Along with advantages there are always disadvantages,
wherever there are teams, there is a chance for conflict. Conflict is almost a guarantee. As long as
team members possess the ability to think independently, there will always be a difference of
opinion. Conflict ... Show more content on Helpwriting.net ...
It is extremely vital to the livelihood of a team for the team members to be able use conflict
resolutions or reach out to another individual who has conflict resolution skills.
Is conflict constructive or destructive? Conflict can be good for a team if the members involved in
the conflict learn some type of lesson about the issue. It also can create a solution for future
problems with different individuals. It can create a sense of unity and fresh ideas on ways to resolve
the conflict. Conflict can also be a very destructive force to an organization if after all is said and
done, conflict continues without a resolution. It creates chaos instead of camaraderie and divides
teams or different groups of people. What causes conflict? There are numerous reasons that conflict
may arise within a team. A team with many different people includes many different personalities,
cultures, values, attitudes, needs, expectations, etc.
In order to resolve conflict it is very important to follow a few steps:
1. Analyze the reason for the disagreement.
2. Create several solutions or options for all parties involved.
3. Make sure all involved agree on the solution.
4. Implement the solution immediately, time is of the essence.
5. Follow up on the situation

Conflict Resolution
| |
|Lesson 3 |
|Win–Win Conflict Resolution |
|Introduction |
|In Lesson 3 you will learn another communication skill that in conjunction with Empathic Listening
and I Message will help you |
|establish positive relationships with students, parents, colleagues, friends and family members. This
skill is Win–Win Conflict |
|Resolution. ... Show more content on Helpwriting.net ...
|
| |
| |
|Complete the Practice Exercise |
| |
| |
| |
| |
|Write Win–Win Exercise 3–A and reflection |
|5 |
| |

Six Steps In Conflict Resolution
Conflicts in intimate relationships subsist inevitable. Despite the degree to which individuals stand
alike, differences in opinions and beliefs will transpire. This chapter taught me that it does not stand
as the topic of disagreement that retains importance, but rather the way in which the couple resolves
the conflict. According the text, six steps exist to aid in conflict resolution; "The steps are: (1)
clarifying the issue; (2) finding out what each person wants; (3) identifying various alternatives; (4)
deciding how to negotiate; (5) solidifying agreements; and (6) reviewing and renegotiating" (Olson,
DeFrain, & Skogrand, 2014, p. 154). Upon reading the descriptions and facts, I find these six steps
to rest highly effective and imperative to conflict resolution. When a disagreement emerges, couples
tend to play the blame game, ignore their parent's perspective, and explore for a quick solution.
While it stands evident that these behaviors do not persist effective, these six steps provide a
solution. Although I do find these six steps to exist accurate, I cannot guarantee how realistic they
stand. Just as any other process, to remain realistic, the steps require two individuals who value their
relationships and desire its continuation. This process requires individuals to not only voice their
opinion, but also to clarify, identify, and negotiate this issue at hand. These steps will not occur with
ease or speed, but they will sanction for the complete resolution of

Argument Resolution : Alternative Dispute Resolution
ADR Defined
Alternative Dispute Resolution, commonly abbreviated ADR, is a method organizations and
individuals use to resolve dispute without resorting to litigation. ADR methods help disputing
parties to negotiate and come to an agreement or compromise without incurring the extra time, effort
and fees required by courts and attorneys. Courts may review and ADR decision; however, if the
final contract is sound, rarely will a court overturn a decision reached through alternative dispute
resolution. Depending on the circumstances, ADR can be voluntary or mandatory.
Types of ADR
Mediators are trained to negotiate. They bring disputing parties together in order to talk about their
disagreements and to find a reasonable solution to the problem. Mediation is used in a wide number
of industries and situations. The mediator is an impartial and objective party who guides the meeting
of parties and maintains a semblance of peace by helping them to find middle ground. Mediation is
only effective if the parties eventually come to an agreement.
Arbitration is similar to a court trial. It includes a process of discovery and the presentation of
evidence under simplified rules. Arbitrators are much like lawyers. The opposing parties can share
one arbitrator or choose to have separate arbitrators who will then choose a third to sit on the arbitral
panel. This ADR method is popular in construction and labor disputes, and it has been used in
securities regulation; however, many modern

The Process Of Conflict Resolution
Introduction
The process of conflict transformation includes numerous types of practices and approaches. It is
crucial for a conflict resolution practitioner to be able to self–assess the entire practice of
intervention to get a clear notion of why the approach that has been used was successful or caused
fail. Conflict interveners whose practices are well established on theories of conflict resolution and
ongoing researches need to refine their assumptions and skills through an extensive process of self–
reflection. Such refining would help them to conceptualize a theoretical basis of their approaches
and intervention techniques. They would be able to understand what intervention technique is
appropriate for a situation, without trying out one tool after another. The process of self–asses or
reflective practice in conflict resolution is beneficiary to predict and understand conflict resolution
approaches consequences' and to evaluate the success or failure of an intervention. For a conflict
resolution practitioner theory is the foundation upon which the nature of both conflict assessment
and conflict intervention are more understandable. For example, in a mediation process mediators
sometimes prefer and sometimes don't prefer to use caucus technique as a way for a better conflict
transformation. Theoretical foundation of involving of a mediation technique would help avoid an
unfortunate end of the entire process. Hence, it is important for a conflict intervener to understand

The Importance Of Conflict Resolution
The term conflict resolution implies that the purpose of interventions is to resolve the conflict
(Barsky, 2017, p. 4). Conflict resolution was significant in my childhood, upbringing, and origin.
Conflicts were resolved through varied approaches including prayers, counselling, and
confrontations. Currently, these practices have influenced the way I handled conflict both at a
professional and a personal level.
Resolving Conflicts Through Prayer
Last school year, one of my students, continued to be disruptive in one of the core classes. Many
forms of interventions were employed including meeting the counselor, allowing time for de–
escalation, and meeting with the social worker twice per week. None of these interventions seemed
to be effective. I realized that the student needed divine intervention. One of my colleagues and
myself, decided to pray consistently for improvement in the student's behavior. Through prayer, we
identified that the student's poor social skills were because of low self–esteem. With praise and
affirmation, the student's negative behaviors soon diminished and the student started to exhibit
appropriate mannerisms. Thus, prayer changes things; my parents benefited from this practice and I
am still a beneficiary of divine intervention for conflict resolution.
Resolving Conflicts Through Counseling Resolving conflicts through counseling was also prevalent
in my upbringing. Counseling involved a mediator of a reputable character. Barsky (2017) described
a

Dispute Resolution Innovations
Dispute Resolution Innovations
Introduction
This paper will discuss innovative alternative dispute resolutions and how they may be used in a
controversial conflict scenario. The writer will discuss these methods using an actual conflict
scenario, describing how individuals involved in the conflict will benefit from these innovative
methods rather than costly courtroom litigation. Alternative dispute resolutions are clearly the most
beneficial conflict solution regardless of gender, cultural influence, and identity.
Conflict Scenario The conflict scenario discussed in this paper is that of parenting differences
regarding discipline between a husband and wife. The scenario includes the controversial subject of
whether a child should be ... Show more content on Helpwriting.net ...
McDowell and Sussman (2004) state "In negotiation, the disputants discuss their differences and
move toward a settlement acceptable to all parties. Negotiation is the least costly resolution
technique because the parties themselves control the process and voluntarily reach a solution". This
method insures that the best interest of the child is of top importance and both sides are heard.
Beneficial Outcomes and Cost Savings
The beneficial outcomes of alternative dispute resolution strategies are quite significant. The couple
has a better chance of resolving their conflicts with a professional whom understands the couples
differences and work through them than a judge who does not. Litigation rarely benefits both parties
and may not come to a judgment that's in the best interest of the child. A healthy relationship
between all individuals involved is usually more successful with alternative dispute resolution
strategies.
Another benefit to alternative dispute resolution strategies is the cost savings. If the couple were to
seek litigation it would take much longer and would require expensive legal costs. According to
McDowell and Sussman (2004) "ADR processes are designed to be faster, more streamlined, and
more informal than litigation. Many of the costly procedures associated with formal court processes,
such as filing appeals and motions can be eliminated".
Conclusion
In conclusion, while this

Setting Realistic Resolutions/Goals for the New Year
Setting Realistic Resolutions/Goals for the New Year
As the New Year approaches, many of us are starting to list down all of our resolutions. The start of
the new year is the perfect time to clean the slate and start afresh. This is great opportunity to
eradicate the bad habits and form new routines that will help you grow into a much better person.
Mental preparation is needed since you're actually taking a process of change that can affect you
psychologically, emotionally, intellectually, physically, and socially. Always remember that all
positive changes can improve your everyday life. Resolutions are much easier to make than to keep.
Some last until end of January and then settling back to their old patterns. Here are some steps ...
Show more content on Helpwriting.net ...
Believe in yourself
Always stay positive about your progress. Always bear in my mind that you are doing this for
yourself and no one else. If you're unable to stick to your resolution, you don't need to wait until
January, either start again from where you are or set a more achievable objective than before.
Don't let small setbacks lose your focus
Experiencing few setbacks is common but don't make it as an excuse to stop. Always remember that
we are all humans and making mistakes is already part of our nature. It doesn't do any good in
getting depressed or stressed out over failures. The best thing we can do is to look into it as
opportunities for learning. Perseverance is the key in overcoming failures and strengthening your
resolution.
Avoid repeating past failures
Another strategy that could keep your goals intact is trying not to make the same resolution year
after year. If you do choose to reach for the same goal as before, try to evaluate things like why it
was unattainable before and what is different in you now to perceive the possibility that you can do
it this time. Layout plans and strategies that are proven effective and change your approach in
overcoming unforeseen obstacles.
Get support from family and friends
You may have probably heard this a million times but having someone to support you in reaching
your goals can definitely help you to stay on track. Having a solid support

Conflict Resolution Toolkit
Table of Contents
Reflection Paper 3
Critical Thought and Perception 3
Problem Solving 3
Reporting Inferring and Judging 4
Using Your Judgment for Personal and Organizational Issues 4
Active Listening 4
Argument 5
Analyzing Conflict 5
Working Through Conflict 6
The Communication Process 7
Positive Language and Negotiation 7
Conclusion 10
References 11
Appendix A 12
Appendix B 20
Reflection Paper Conflict Management is defined as "the practice of recognizing and dealing with
disputes in a rational, balanced and effective way. Conflict management implemented within a
business environment usually involves effective communication, problem resolving abilities and
good negotiating skills to restore the focus ... Show more content on Helpwriting.net ...
Resolving conflict is a management strategy where businesses should learn to study and practice
conflict management skills to keep up a positive work environment (Reina, 2010).
Hitchcock & Verheij (2006) stated that the Toulmin Model of Argumentation declares that most of
the arguments involve the following six elements:
1. Claim
2. Grounds
3. Warrant: A warrant connects the information with the grounds in response to the claim, which
legitimize the claim by depicting the grounds to be significant. The warrant answers the claim
question whether it is true or not
4. Backing: Backing (or support) for an argument gives additional support to the warrant by
answering different questions.
5. Qualifiers and reservations: the qualifier (or modal qualifier) indicates the strength of the leap
from the data to the warrant and may limit how universally the claim applies.
6. Rebuttal

Arguments in the workplace can be tricky yet there is a technique to solve them. Arguments can be
analyzed effectively by the use of the Toulmin Model of Argumentation.
Analyzing Conflict
Conflict is inevitable in human interactions. Identification and understanding the level of conflict
and how the conflict impacts the organization is necessary. Understand the conflict styles between
the parties and how it is interfering with their working relationship. The conflict style is important to
understand to navigate through the conflict with success.
Individual

Workplace Conflict Resolution – a Case Study
Workplace Conflict Resolution – A Case Study
Posted on October 13, 2009
Leaders frequently face situations where conflict arises in the workplace and they're called upon to
resolve the situation. Although conflict is not generally regarded as a positive experience it actually
can be a key opportunity to create change that will reduce friction in the workplace. We can begin to
defuse conflict by understanding what it is and implementing some practical strategies to manage it.
Conflict is a natural part of the workplace experience; people do not see eye to eye on everything
and often dig in and defend their positions. Conflict arises when individuals do not see the world in
the same way. The trap we fall into is assuming that conflict ... Show more content on
Helpwriting.net ...
Tom has tried everything he knows to smooth things out but the two still spar frequently. This
chronic pattern has led to disciplinary action by Tom and complaints to human resources by Tina.
Both parties are productive employees who love the company and their jobs but do not know how to
move beyond all this conflict. Tom realizes that in order to build an effective team he has to have
Tina on board but he doesn't know how to do it. He knows that by using Tina's skills and energy he
will look better and the company will benefit. But how to do it?
Following our common–sense approach Tom asks Tina to sit down and talk. It's important to
mention first that managers benefit greatly by putting in place some key elements that lead to
successful conversations such as meeting at a mutually convenient time, no distractions or
interruptions allowed, no agendas, a calm environment and unrestricted time to talk. When we set up
an environment conducive to relaxed conversation we create a greater likelihood of success. A small
investment in time up front to talk in depth can more than make up for the countless lost hours and
cost devoted to ongoing conflict.
They begin the conversation and together they discover that one issue at hand is that Tina prefers to
work with less supervision. They agree that they will talk about that one issue and name it, "Tina
working with less supervision." The next thing they do is that each talks about what he or she thinks
about Tina working

Workplace Conflict Resolution Pl Effective And Healthy...
Workplace Conflict Resolution Plan
Introduction:
Conflict in the workplace is inevitable. Under normal circumstances, the conflict is due to different
values, personality, opinions, and goals and needs human outbreak. Workplace seems to establish
the value of differences and different points of view, which is what leads to specific conflicts.
However, the conflict is not always a bad thing. This may lead to innovative solutions, people with
similar views and opinions, it is not possible. The key to a positive work function channeling
conflict effectively solve this problem. If the solution properly, conflict may cause personal and
professional development, resulting in employees who are more productive.
Resolve the conflict is necessary for all types of issue. Under normal circumstances, the host was
given the role to help employees resolve conflicts. Hosts can managers, leaders, or specify granted
to employees in the organization 's role in promoting. The more trained facilitator education about
how to resolve the conflict in an effective and healthy lifestyle, the better the results will be. We will
discuss the steps, steps on how these issues in the case of the transfer of plots below.
In this case, we will solve some of the problems by Emily connection to the family three months
ago, she began to do some changes
Steps to Resolve Conflict:
There are four steps, the host can resolve the conflict in the workplace in accordance with，
according to what I read in the article:

Conflict Resolution Styles Paper
Conflicts can arise to an individual at any time and how a person utilizes conflict resolution
strategies depends on both their conflict style and conflict resolution skills. There are many ways to
respond to conflict situations with some styles involving a considerate or cooperative approach
while others involve either a competitive or passive approach (Hodges 2000). The online tools
discussed can be used to evaluate the conflict resolution styles as they may impact teamwork in
different ways. Individuals have different typical behaviors in conflict situations which is
describable along two dimensions that are assertiveness and cooperativeness. As a team and through
the tools, we can understand how interpersonal group dynamics are affected by conflict–handling
styles. It is a good tool to help us make informed decisions about choosing an appropriate style
when approaching a conflict style.
In this case, the Owl is an example that has been used to represent the tool that would ... Show more
content on Helpwriting.net ...
The results never got me with surprise as I consider myself to be both assertive and cooperative
which is part of the collaborative conflict resolution style. I never avoid or ignore the other persons'
point of view on a solution as am always ready to work with the other person to find some solution
which fully satisfies the concerns of both persons. The best approach towards this is digging deep
into an issue to identify the underlying concerns of the two individuals and to find an alternative
which meets both sets of concerns. Pairing is of so much concern when focusing on the
collaborative conflict resolution style where both parties should pair to achieve both goals. It aims at
breaking the win–lose paradigm and seek the win–win (Fisher 2012). If the challenge is such huge,
collaborating should be used to create a bigger space and room for everybody's

Conflict Resolution Conflict in the work place is inevitable. People will argue, disagree, or treat
another badly for many reasons. Racial prejudice, sexual prejudice, religious prejudice, or simply
not liking someone can and will cause conflict.
Conflict resolution can be handled in a one–on–one manner (the boss talking to employees) or can
be handled through mediation or negotiation. The one–on–one method will work in a small business
setting where there is employee conflict or business conflict. In a larger corporate setting mediation
or negotiation is often used to settle conflicts. Union negotiations are a good example of this. Listed
below are some methods that may be used for conflict resolution. Many of these can be ... Show
more content on Helpwriting.net ...
In determining you BATNA, a straightforward review of your interest will give you the clearest
picture.
If you accept your BATNA, you know when you can simply turn your back on the negotiations. But
it is important not to ignore the other party's BATNA. The relative strength of each party's BATNA
will determine the balance of power each can exercise. 4. Silence is golden.
This is true for two reasons: If one party is highly opinionated or emotional, if their approach is
threatening or extremely demanding, keeping quiet after they finish speaking can be quite unsettling
to them. It is like jujitsu; you allow them to be tripped up by their own forcefulness. Most people are
troubled by silence in the midst of heated discussion. Sometimes silence is viewed as disapproval ––
but since no specific disapproval has been voiced, it cannot be treated as an attack. It has happened
on many occasions that, when met with silence, people have modified their previous statements to
make them more palatable.
Silence is an important element in the crucial tool called Active Listening. The job of a good
negotiator is to listen to and understand what others are saying. After all, you can't make an
intelligent response to an opinion you do not understand. The discipline of Active Listening requires
that you focus on what another person is saying; don't spend your time shaping a stinging response
that

Alternative Dispute Resolution : Argument Resolution
Question–01
Alternative Dispute Resolution is an increasingly accepted option that allows people to resolve
disputes outside of court in a helpful manner. ADR can be faster, cheaper and less stressful than
going to court. Most essentially, the use of ADR can provide greater fulfillment with the way
disputes are resolved.
Purpose of ADR
Reduce costs of the arbitration process to reduce overcrowding in the courts.
Create a speedier and more efficient forum in which to resolve the civil disputes.
Alternative Dispute Resolution refers settling disputes outside of the courtroom. ADR typically
includes early neutral evaluation, negotiation, conciliation, mediation, and arbitration. As
burgeoning court queues, rising costs of litigation, and time delays continue to plague litigants, more
states have begun experimenting with ADR programs. Some of these programs are voluntary others
are mandatory.
The two most common forms of ADR are arbitration and mediation, negotiation is almost always
attempted first to resolve a dispute. It is the preeminent mode of dispute resolution. Negotiation
allows the parties to meet in order to settle a dispute. The main advantage of this form of dispute
settlement is that it allows the parties themselves to control the process and the solution.
Mediation is also an informal alternative to litigation. Mediators are individuals trained in
negotiations, which bring opposing parties together and attempt to work out a settlement or
agreement that both

Resolutions at Workplace
RESOLUTIONS AT WORKPLACES
Today, negative samples of conflicts are surrounding us; when you turn on your TV, almost every
news program, reality show or a talk show or sitcom episode, we watch people acting out their
conflicts more often than not in their worst way possible. Let's face the reality here; anyone working
person, spends more time with our work colleagues with than we do with our family, friends and
loved ones. Fortunately or rather unfortunately, our work colleagues become our best friends. "But
even in the best of times it's not unusual to be faced with the guy three cubicles down from yours
whom you'd just as soon clobber than look at again. Fold in a heightened sense of tension due to
uncertain job security these days and ... Show more content on Helpwriting.net ...
Mediation supports people to find a path through the pain of conflict and out to resolution.
Mediation does help parties to generate their own positive outcome from their conflict journey
(Katherine Graham, 2010)".
According to Vivian Scott, every person involved in a conflict, has a responsibility in that conflict.
"As difficult as it is to admit you probably have some responsibility in the conflict. Self–assessment,
and by that I mean more than 30 seconds of superficial introspection, requires you to consider how
your actions and reactions look to others. Ask yourself, what have I said or done, or not said or
done, that has kept this conflict going? Change may not happen overnight, and you may need the
assistance of friends, family, or professionals to help you through the transition. No need to continue
being the bully, the one who stirs the pot, or even the victim. If it takes two to tango and you're no
longer willing to dance, the conflict has no choice but to diminish, (Vivian Scott, 2010)".
Pride comes before a fall; we have to change our character and even when our expectations are not
met, the immense fulfillment of our goals and ideas in furthering our agenda has a quality that is
above the conflict. When we examine and change our own habitual patterns of

Analysis: How To Keep Your Resolutions
New Year's is a time when people think "I'm going to accomplish things this year around". So it is
common for said people to bring forth a goal to reach, a resolution. Resolutions come in many
varieties, though there are several that are commonly chosen and commonly abandoned. Examples
are quitting an addiction such as cigarettes or alcohol, saving money, and the infamous dieting and
gym routines. The resolution set for myself is an alternate version of the standard "work out and get
in shape" resolution. Though I am not seeking to lose weight or to diet. My resolution is to
strengthen my shoulder muscles to fix my impaired posture (minor scoliosis). Though this in no way
states that I will go to a gym. The strategy involves working at home, ... Show more content on
Helpwriting.net ...
I firmly believe that this method would not work for me. Having a person there to give motivational
advice and help, would simply make the situation much worse. It would help develop expectations
that I would have to live up to. This would add societal pressure to the situation and increase the
difficulty of sticking with the resolution. Instead, I feel as if it would be better to have the opposite.
A person there just to berate myself and give demotivational advice, such as "you can't do X". This
may sound like a horrible idea, and in some ways it is. Having that person present would cause me
to develop a hatred for this person. Over time, that hatred would turn into determination to reach my
goal. This is because that once the goal is reached, I would have an opportunity to prove that person
wrong and feel accomplished. Given the chance of choosing between a having a guide, or having a
chance to tell off somebody I despise; I would choose the latter. On a side note, this way of thinking
may be another problem that needs resolved. Though I am skeptical of Milkman and Volpp's
methods, they are not the only ones to consider this

Collaborative Resolution Styles Paper
It is almost guaranteed that conflicts will arise in a healthcare setting at one point or another. Yoder–
Wise defines conflict as a disagreement in values or beliefs which causes harm or the potential for
harm within one's self or with others (Yoder–Wise, 2015, p. 432)‌
. The most difficult types of
conflict to resolve are those due to differing values, opinions, and beliefs among individuals. When
conflict is identified and appropriate resolution skills applied, a positive resolution is more likely to
occur. Nursing professionals are more apt to encounter conflict due to the physical and emotional
stresses endured within daily practice. As a result, how nursing professionals' respond to conflict can
impact the organizational culture ... Show more content on Helpwriting.net ...
Intrapersonal conflict is conflict that occurs within an individual (Yoder–Wise, 2015, p. 433)‌
. When
nursing professionals are continually engaging team building into practice, this type of conflict can
be resolved more quickly and strengthen the culture within. Another type of conflict is
organizational conflict. This type of conflict occurs in healthcare when nursing professionals
disagree with institutional policies and procedures (p. 433). When collaborative resolution skills are
applied to organizational conflict a significant amount of time is needed for resolution. The most
common and most difficult type of conflict is interpersonal conflict. Yoder–Wise defines
interpersonal conflict as conflict that occurs between or among individuals (p. 433). This type of
conflict requires nursing leaders to have strong conflict management skills. Strong leadership skills
require the individual to quickly identify conflict so unit dynamics and patient care do not suffer.
When managing conflict, the leader should create an environment that fosters the input from each
team member. The input must be constructively vetted by the whole group. To be successful, each
member of the collaborative group should be able to take ownership of the decision

Questions On The Mediation Resolution
Reporting and Responding
My first assessable item of Dispute Resolution was to conduct a mock facilitative mediation role–
play. Mediation is as a self–determinative and typically voluntary process which encourages
disputing parties to negotiate, with the support of a mediator, based upon conflicting interests. The
ultimate function of mediation is to gain a mutually agreeable outcome. Facilitative, as opposed to
advisory, or evaluative, mediation is a self–determinative dispute resolution process which
encourages involvement.
In a practice role–play of this model, which was carried out one week prior to the assessment due
date, the composition of groups were assigned. My group consisted of two mediators, James
Musgrave and Jake Lengui, and two parties which were allocated to Lauren Bicknell and myself.
The scenario was uniform for all groups in my tutorial, revolving around a conflict of interest
between Sam and Pat. Sam, who was a violinist with the Queensland Symphony Orchestra, and Pat,
who had a full–time job as a writer, were neighbours who rented an apartment – a conflict
subsequently developed over noise. Both parties in this scenario require uninterrupted work on their
respective jobs, with Pat working against the clock to finish his latest manuscript and Sam practicing
for an important upcoming concert. Lauren and I agreed that I was to play the role of Sam, and she
was to play the role of Pat.
Following the opening statements of the mediators', I had to

Reflection On Conflict Resolution
Conflict Resolution Reflection Conflict is inevitable and occurs all around us all the time. Conflict is
not about whether something is good or bad, but what is important is how we deal with this conflict.
There are many types of conflict and one prominent conflict that I remember in my life is an
intragroup conflict. This was in grade 10, when I and three others were working on a Business ED
project. The conflict was that I had a really good idea and I was expressing my opinion, but my
groupmates were not listening and kept constantly interrupting or calling my idea stupid. This led to
a buildup of a lot of tension between us and therefore affected our teamwork as we ended up not
working efficiently towards our goal of a good mark. The resolution style I used for this particular
conflict was avoidance. This is because eventually, I just let my idea go and just did as the other
people in my group said and suppressed my own opinions. This conflict was left unresolved and
resulted in us getting a lower mark than expected in the project. At this point, I was thinking of just
submitting to their wants and letting my opinions get put to the side. Although I did not act like I
was angry on the outside, like most other avoiding individuals, I built up my anger by not releasing
it, which in the end just went away. Also, I became less verbal and let the other three lead rather than
taking an active role in this project. One advantage of avoiding a conflict is that for a short–term, it
allows us to delay solving and facing the issue, giving us time to think about solutions. Another
advantage is that individuals that avoid conflict tend to help calm the atmosphere down and realize
that the conflict will most likely resolve itself, which was also what I believed for my conflict.
However, this tends to make these individuals deny and avoid the conflict entirely, sometimes
making it even worse. Also, avoiding a conflict leads to the opinions and needs of those individuals
get suppressed, which also happened to me. Avoiding this conflict led the situation to never get
resolved, and because of this, I still do not really talk to those individuals. So, for this intragroup
conflict scenario, I used the conflict resolution

Conflict Resolution And Conflict Resolution
The ability to work well with other people within a work environment is fundamental to
productivity and effectiveness in patient care (Marquis & Huston, 2015). However, within active
environments where interactions take place among many people all the time, there is a greater
chance of conflict. Marquis and Huston (2015) mention that within a work environment there often
is a variety of different values, beliefs, backgrounds, and goals coming from each individual. This
leads to the expected outcome that there will be conflict. Within my professional practice regarding
leadership, I want to apply conflict resolution.
Conflict to me is something that I would like to avoid all together. Working at a senior living, I am
the nurse manager, meaning I am in charge of the Certified Nurse Aids (CNAs). When going to
work there are many tasks that I must complete during my shift and the last thing I want to add to it
would be a conflict between the CNAs. Unfortunately, this happens more often than not. The types
of conflicts vary including, intergroup, intrapersonal, and interpersonal conflicts. The most common
type is interpersonal conflict which is a conflict between two or more people with differing values,
goal, and beliefs (Marquis & Huston, 2015). There has been hostility and arguing on the floor, and
this cannot be tolerated or avoided. Regrettably, I have avoided a conflict and the work flow of the
night was disrupted. However, I have had a positive experience as

Essay about Conflict Resolution
Conflict Resolution
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 ... Show more content on Helpwriting.net ...
Keeping all these in mind can lead to the best solution to solve the conflict.
Change and Expectations People do not always adjust well to change. Oftentimes when change
occurs, conflict will arise. The new boss on the job or the new member of the team may be the
change that brings a conflict. Expectations if not set clearly and held to standard can also lead to
conflict among the team. Expectations must be set from the beginning. Expectations must also be
clear and it must be verified that each team member understands the expectations. If a short coming
on the expectations occurs, then action must be taken immediately. If no action is taken this could be
understood as silent approval and team members will believe that the expectation is no longer
important or required. When conflict does occur, the five models set out in The Thomas–Kilmann
Conflict Mode Instrument sets the standards for resolving the conflict. Avoidance Avoidance is
defined as "an act or practice of avoiding or withdrawing from something" (Merriam–Webster.com).
Avoidance may not be the answer if the conflict directly affects the team or the team's goal.
Avoidance is usually used when the conflict is irrelevant, relationships are at stake, more important
issues are pressing, when one party is more emotionally involved, or when more information is
needed (Culbertson, 2000). In avoidance the parties involved agree to place

Optional Dispute Resolution
Mediation is a form of optional dispute resolution process. It can be applied in noncriminal cases
such as conflict resolution agreements, business, employment and so forth. To make mediation
process successful, all disputing parties must work cooperatively for resolution. The neutral
mediator is needed for this work who can negotiate the fair resolution of their dispute. Based on this
fact, this section wants to show some regulations that would be key factors to keeping mediator
mediation process on the way toward a fair and agreeable resettlement.
a. Decision makers have to participate: involving physically or participating in the mediation
process is very important aspect because it gives a chance to obtain a realistic understanding of the
conflict and also getting a chance to express own views, interest, agendas, and concerns.
b. ... Show more content on Helpwriting.net ...
The community and individual joint recognition of responsibilies are a positive value because
mediators would place the responsibility on building a new structure with maintaining a vital
mechanism for the direct expression and reduction of conflicts that would able to control in the
hands of the disputing parties (Berman, L. J. 2016). Discussion over mediation process is useful
when we considered three important aspects such as; preserving the important relationship, allowing
for sensitive negotiations to occur in private and allowing for negotiations to be confidential.
Finally, this paper would like to recommend an important mediation process that must be discussed
as advanced mediation course with understandable, convenient, comfortable, trustworthy, motivate,
justifiable, timely, affordable, confidential, healing, empowering and effective

Advantages And Disadvantages Of Dispute Resolution
CHAPTER II
ARBITRATION OF INTERNATIONAL COMMERCIAL DISPUTES
2.1 Introduction
?The realisation, in the words of Lord Simon of Glaisdale, that litigation, while certainly preferable
to personal violence is not in itself an intrinsically desirable activity, has encouraged the search for
other methods of dispute resolution each of which has attracted it adherents and enthusiasts. One of
the oldest and best established of these systems is that of arbitration.?[footnoteRef:1] [1: Galway
City Council v Samuel Kingston Construction Ltd [2010] 3 IR 95. O?Donnell J]
There has been a wide range of debate to create a more expeditious dispute resolution method for
settling commercial disputes amongst businessmen and lawyers who are involved with international
trade across national borders.[footnoteRef:2] Until recently, commercial courts were congested due
to the number of commercial disputes pending before them. There was a need for other dispute
resolution methods to bridge this gap, expedite matters and to promote business transactions.
Arbitration, mediation and conciliation were adopted by states to supplement the normal court
system. However, we are yet to reach that point where one can boldly say that, the alternative
dispute resolution methods to the courts are expedient. [2: Herbert Buston, ?Arbitration of
International Commercial Disputes? (1964–1965) 6 Boxton College Industrial & Commercial Law
Review 569]
The emergence of arbitration as a means of dispute settlement of commercial disputes in
international ... Show more content on Helpwriting.net ...
The courts recognized arbitration as a rival and due to that, the courts and the law were hesitant to
the evolving nature of arbitration in businesses.[footnoteRef:27] Though arbitration was used for
settling most trade disputes, it took a modern trend in the 19th century.[footnoteRef:28] [26: J.L (n
41) @ 18] [27: ibid ] [28: ibid

Conflict Resolution Paper
Conflict Resolution Paper As nurses, it is imperative that we have skills to deal with conflict we
encounter throughout the day. Some conflicts are easily handled with simple solutions; other
disagreements can persist for weeks or even months and never be handled in a proper way to resolve
the situation. The later kind of situation can create resentment, anger, and animosity between
employees or colleagues. In this paper I will describe a conflict situation with resolution strategies
used by the confronter, discuss other ways to resolve the conflict, and discuss the conflict theory
most beneficial to use with a diverse group of people. Introduction The emergency department (ED)
I work at employs patient care technicians ... Show more content on Helpwriting.net ...
Avoidance results in resolution being delayed rather than resolving the issue in a timely manner
(Eason & Brown, 1999). The ill feelings between PCTs and nurses were created by avoiding talking
about the problem for a long time. Avoidance resulted in a snowball effect of increasing resentment
and anger between the two groups. Conflict Transformational Theory Solving conflict using the
transformational theory is beneficial. According to Chinn (2008), using the conflict transformation
theory, the conflict transformation is used before there is a conflict. Any rising issue is addressed in
a constructive way, paying attention to possible lessons learned (Chinn, 2008). Using the
transformational theory would have prevented the bad feelings towards each other. It is not one
person's responsibility to try to resolve a conflict (Chinn, 2008). If transformational theory were
used in the described situation, the problem would have been addressed much earlier. Management
would have called for a meeting where everybody would have had a chance to voice their problem
according to the transformational steps and theory described below. As a disagreement arises, the
group follows specific steps to come to a solution. Chinn (2008), describes four steps of critical
reflection. First, each member has a chance to describe the how "I feel..." about the conflict (Chinn,
2008). In the second step, the group focuses on "when (or about)..." where the

Conflict Resolution
Abstract In this paper I will discuss the conflict that is occurring at General Hospital, the conflict
management styles that are evident in the case, and how General Hospital could have used teams to
address the cost reductions needed to stay competitive. I will also describe how the CEO of General
Hospital, Mike Hammer can us negotiation skills to get buy–in for the cost reductions and finally I
will recommend a strategy for Hammer to resolve the problem. Conflict Resolution at General
Hospital Discuss the conflict that is occurring at General Hospital For 13 years, from 1968 to
1981General Hospital grew as a nonprofit hospital in their community by 100 beds, from 175 to 275
beds, and still maintained 90% occupancy. It was able to ... Show more content on Helpwriting.net
...
Boyer. (Hellriegel, Slocum pg. 547) When Marge returns she refuses to attend a meeting with the
board of trustees, sending her assistant with the message that the EKG reader stays, heating up the
situation and causing a returned ultimatum from the Director of Medicine who had been given the
brush off by Mr. Hammer that morning. (Hellriegel, Slocum pg. 547) Discuss the conflict
management styles that are evident in the case. There are five conflict–handling styles: Forcing
Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The
compromising style "refers to behaviors at an intermediate level of cooperation and assertiveness.
(Hellriegel, Slocum pg. 392) " The person using is style tries to meet a goal by give–and–take. The
accommodating style "refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) "
The person using this style tries to accomplish a goal by using unselfish acts that will promote
cooperation in others by complying with their wishes. The collaborating style "refers to high levels
of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) " The person using this style is
using a win–win approach to working with others and handling conflict. When the CEO of General
Hospital, Mike Hammer first attempted to control physician–driven cost he used the collaborating
style by trying to convince the Director of

Conflict Management and Dispute Resolution
Conflict management and dispute resolution coursework
Instruction
Conflict and dispute are normal phenomenon in society and human relationships. When using
different resolution techniques, conflicting parties could get both constructive and destructive
outcomes. Good decisions from negotiation can bring a 'win–win ' prospect to interested parties.
This essay firstly proves the inevitability of conflict and dispute on commercial projects, reviewing
some basic definitions and theories. Then, some useful and effective dispute resolution techniques in
standard forms of commercial projects are discussed and compared. Lastly, four methods and the
potential use of principled negotiation is evaluated for Chinese construction industry in ... Show
Pinkley & Northcraft (1994) emphasized that it is important to get a 'win–win ' result between
parties in conflict management, maximizing benefits for every party. It is true that positive conflict
promotes understanding and leads to successful goals.
Based on the outcomes, conflict is usually divided into two types: functional conflict and
dysfunctional conflict (Balabanis, 1998).
2.2.1 Functional conflict
Functional or constructive conflict is described as a process which can "facilitate the attainment of
the group 's goals and to improve performance"(Mckenna, 2006). It is helpful for individuals or
groups to create innovative thoughts and approaches to solve problems, and to performance better in
the long run. Perlow (2003) also argues that constructive decisions will be finally made by
reasonable people even they hold different opinions in uncertain conditions. This means functional
conflict focuses on finding a resolution to the problem.
One premise of the functional conflict is that people involved in the negotiation should be willing to
listen to one another and be interested in getting a solution that suits both sides. With this premise,
conflict can provide an important opportunity for growth. If the people is paranoid and selfish who
only considers his own profit or interest but cannot tolerant different opinions from one anther, there
won 't be any chances for the success of the negotiation between both parties. Destructive
consequences will

A group can only be called a team if the members are actively working together toward a common
goal. A team must have the capability to set goals, make decisions, solve problems, and share
responsibilities. For a team to be successful, trust must be earned between its members by being
consistent and reliable (Temme & Katzel, 2005). When more than one person is working on a
particular task, inconsistent views or opinions commonly arise. People come from different
backgrounds and live through different life experiences therefore, even when working towards a
common goal, they will not always see eye to eye. Major conflict that is not dealt with can devastate
a team or organization (Make Conflict Work, 2008). In some situations, conflict can ... Show more
content on Helpwriting.net ...
The idea of conflict under this view brings to mind chaos, heated emotion, and high stress. The
traditional mindset requires taking all necessary steps to prevent and remove the source of the
conflict that may be detrimental to the team. The human relations view understands that conflict is
inevitable and part of the natural process of interactions. The human relations view is a more neutral
outlook, which allows conflict and is tolerant of its presents. One that comes from this perspective
expects conflict in a team setting and is more likely to resolve the issue when it arises rather than
trying to eliminate the source. The interactionist view considers conflict to be energizing and helpful
in keeping constructive discussion going. The interactionist view is a positive view that encourages
opinions and expression of all members of an association. Conflict is considered a positive influence
towards change. Causes for Conflict Barbara Bowes discusses three major causes for conflict:
different interests/goals, conflicting values, and interpersonal styles (2008). Even though a team has
the same ultimate goal, the intermediate steps to reach this goal may be unparallel. Imagine if Ray
Kroc, fast–food restaurateur, and a gourmet chef teamed up to open a restaurant. What conflicts
might transpire? The team may have the same definitive goal in mind, but the two would more than
likely be dealing with the issue of quality versus convenience. The second

Importance Of Conflict Resolution
A conflict is a disagreement between two individuals. A conflict resolution is both individuals
having an understanding and coming to an agreement on the conflict. The conflict can be resolved
by both parties having a perspective of the other point of views. According to, Bisno, H. (1988),"
Conflict, arguments, and change are natural parts of our lives, as well as the lives of every agency,
organization, and nation. Conflict resolution is a way for two or more parties to find a peaceful
solution to a disagreement among them. The disagreement may be personal, financial, political, or
emotional. When a dispute arises, often the best course of action is negotiation to resolve the
disagreement. The goals of negotiation is to produce a solution that all parties can agree to, work as
quickly as possible to find this solution, and improve, not hurt, the relationship between the groups
in conflict. Conflict resolution through negotiation can be good for all parties involved. Often, each
side will get more by participating in negotiations than they would by walking away, and it can be a
way for your group to get resources that might otherwise be out of reach." What stood out to me
during the reading were the many different approaches of handling conflicts. Being a good listener
is very important in resolving conflict. Having effective communication skills is important .Making
sound judgments and strategic decisions in negotiating a conflict is standing firm for

Alternate Dispute Resolution And Conflict Resolution
INTRODUCTION
Alternate dispute resolution or ADR (commonly called in Australia) is a procedure by which parties
in dispute can settle their differences with third parties or any outside source other than the courts. It
is a collective effort by which all the parties can settle disputes with or without any outside sources
like litigation procedures or courts. In simple words it can be said ADR is a procedure to settle
disputes without resorting to the use of litigation or courts. These procedures are generally less
costly affair than courts and litigations and are also much more expeditious. ADR is now extensively
being used around the world to settle land disputes and commercial disputes.
Alternate dispute resolution can be carried out ... Show more content on Helpwriting.net ...
In the decade of 1980's and 1990's many people became concerned by the fact that legal procedures
like litigation and court became too expensive for resolving disputes. They were also concerned
about the fact that litigation and court matters became too time consuming and cumbersome for
many lawsuits. This concern gave rise to finding alternative ways to settle disputes among parties
rather than approaching courts or litigations and this gave rise to alternate dispute resolution (ADR).
Arbitration –
Arbitration is a type of alternate dispute resolution which is used to settle disputes outside of
litigation courts. In simple words it can said arbitration is where all parties who are in dispute
approach an arbitral tribunal or an arbitrator for settling their disputes. In countries like England and
United States of America, arbitration is a very widely used technique in the cases of consumer and
employment disputes and related matters. Parties who chose the path of Arbitration for settlement of
their disputes should agree to abide by the decision which the arbitral tribunal comes up with. There
can be a third party who reviews and imposes decisions which are legally binding and enforceable
by the court and litigation. In arbitration only limited number of appeals and rights to review are
available for the interested parties.
Arbitration can be voluntary or mandatory as well as it can be binding and non–binding as well. Non
binding arbitration is very

Conflict Resolution Within The Workplace
It is imperative that leaders develop problem solving methods to address conflict resolution within
the workplace. The purpose of this paper is to discuss specific techniques and tools to resolve
conflict within the workplace. A description of a workplace conflict at my current place of
employment will be provided. The impact that cultural norms may have on conflict will be briefly
considered. Additionally, the impact that conflict has on leadership's decision making will be
addressed. In discussing resolution of this particular conflict, specific techniques most useful in
reducing or overcoming the identified conflict and associated behavior will be identified. Finally,
the potential negative and positive impacts that the techniques utilized to address this problem has
on resolving the conflict will be explored. Workplace Conflict As discussed by Schwartz (1997),
there are specific measures that should be taken to address workplace conflicts. Some of these
measures are currently being utilized within my workplace to address a very recent conflict. The
conflict in particular revolves around unethical behavior of key officials. Briefly, this conflict has to
do with three management personnel being accused of falsifying documents and misappropriating
funds within the organization. They have also attempted to have the individual that reportedly
exposed their behavior dismissed from the organization.
Administration now has to handle this conflict. As a result, it has

Alternate Dispute Resolution
Assignment: Assignment 3
Jack and Jill, residents of Orlando, FL, had a nasty incident involving a hill, some water and a
broken crown, in which both parties got hurt. Jack and Jill ended up suing each other in Florida state
court. After a few months of nasty motion practice, Jill comes to your office and tells you that she's
heard of this wonderful thing called mediation, under which she and Jack could be helped to reach a
settlement. She has a few questions for you about mediation, all under Florida law:
1) Can she ask the court to order the parties to mediation if Jack refuses to go? If so, under what
circumstances will the court do so?
Answer– Jill can ask the court to order the parties to mediation if Jack refuses to go under ... Show
Additional qualifications are summarized below. Qualifications for county court mediators: 1)
observe 4 county court mediation conferences conducted by certified mediator; 2) conduct 4
conferences supervised by certified mediator; and 3) 20 hours of certified mediation training.
Qualifications for family mediation mediators: 1) master in social work, mental health, or behavioral
or social sciences, or physician certified in psychiatry, or licensed attorney or CPA from any U.S.
jurisdiction, and have 4 years' experience in field; or have 8 years family mediation experience with
a minimum of 10 mediations per year; 3) observe 2 family mediations conducted by certified family
mediator; 4) conduct 2 family mediations supervised by certified family mediator; and 5) have 40
hours of certified training. Qualifications for circuit court mediators for other than family matters: 1)
member in good standing of Florida Bar with 5 years of Florida practice and be an active member of
the Florida Bar within 1 year of application, or retired trial judge from any U. S. jurisdiction who
was a member of state bar for preceding 5 years; 2) observe 2 circuit mediations conducted by
circuit certified mediator; 3) conduct 2 circuit court mediations supervised and observed by certified
circuit court mediator; and 4) 40 hours of certified training. Qualifications for dependency
mediators: 1) masters in social work, mental health, or

Advanced Procurement And Dispute Resolution
Advanced Procurement And Dispute Resolution (CW 2)
Within this piece of coursework I will explain and compare various dispute resolution options that
are used within the construction industry. The commonly used options that I will be going into
further detail are mediation, adjudication, litigation and arbitration. These options will then be
evaluated, and then explained of when they should be used. These four options are commonly used
within the construction industry to resolve legal arguments that have arisen from various disputes.
Mediation is commonly used within the construction industry when a dispute between parties arises,
and legal action is needed. Being used as a consensual process of dispute resolution, in which a third
party ... Show more content on Helpwriting.net ...
Where in the process Evaluative mediation is used, the initial mediator will learn all of the facts of
the case which has been brought forward. After reviewing the case, the mediator will then express
their views on the overall merits as they can see them. Conciliation may initially be a form of
evaluative mediation, for example if the conciliator does not reach a settlement acting in facilitative
mode, then a recommendation evaluating how, with their views the overall matter should be
resolved. Advantages and disadvantages of mediation are as follows;
 Quick (Carried out in days)
 Cost Effective
 Flexible process
 Relatively informal
Disadvantages;
 Does not always result in a settlement agreement
 Legal precedent cannot be set in mediation
 Mediation has no formal discovery process
Adjudication is a statutory or contractual procedure for quick interim dispute resolution.
Adjudication is provided a third party adjudicator which is commonly selected by the parties.
Adjudicators can commonly adopt inquisitorial role which may involve taking the overall initiative
in ascertaining facts and law. Costs that have been built up over the course of the case

The Rights Based Dispute Resolution
The issue in need of mediation involves a young federal government employee named Edith and a
senior member of her department named Tom. An unwanted sexual advance outside the office
towards Edith left Tom endlessly apologetic towards her. After the incessant apologizing left Edith
irritated and uncomfortable with Tom, she transferred to a different department. Now unhappy with
her new position, Edith has chosen to bring her issue to her departments conflict resolution unit.
Hoping to solve the issue once and for all and get back to a position she enjoys, Edith now presents
her problem to a mediator who will determine a proper course of action.
Solving conflicts from a rights–based perspective involves a highly formal process. The case is ...
Show more content on Helpwriting.net ...
A more reasonable suggestion would be to use another dispute resolution method that is
administered by the company itself.
Another perspective to consider is a power–based dispute resolution method. Power–based
resolution involves an action one party takes without the knowledge of the opposing party in order
to achieve a desired outcome (35). Through this perspective, issues are decided by an authoritative
command (36). This authoritative command has authority over both parties and makes a definite
decision in favor of one party (36). Power–based methods may also involve a majority vote (37). A
majority vote is usually used for policy disputes and provides a just, fair and efficient method for
resolving an issue (37).
If Edith and Tom's workplace were to resolve their issue using a power–based dispute method, an
immediate superior of both parties would be chosen to decide in favor of one employee. This
method would prove to be unfair as the superior may side with the person he knows or likes more,
rather than look at the situation from an unbiased perspective. Edith may argue that because Tom is
a senior member of the group, the superior would more likely than not decide in his favor. If the
workplace chose to dispute the issue using the majority vote method, Edith's desire to have the issue
disputed confidentially would not be realized. Having the details of an issue this personal spread
among a workplace could have a

Opportunity For Improvement : Conflict Resolution
Opportunity for Improvement: Conflict Resolution
As humans being we should constantly be trying to improve ourselves each and every day. It is not
easy to try and assess ourselves but it is a necessary task. We have strengths and weaknesses that
make us unique and it is important that we accept our flaws but at the same time try to improve
them. Hence, we should refer to our vulnerabilities as opportunities for improvement in order to
better ourselves. This has been a constant struggle for me because I find it hard to assess myself. I
am glad that I was able to utilize the RNAO Leadership Self–Assessment tool to assess my
leadership skills as well as have someone else assess me with it. It allowed me to compare how I
rate myself to how they rated me. Based on the assessment tool some of my strengths included
empowering my peers, being helpful towards them and communicating effectively. My
shortcomings included ineffectively resolving conflicts, and creating a sense of presence and
accessibility. Even though we differed on various scores per category we both rated me a one out of
five for managing conflicts adequately. This news was not surprising to me as I know I am not the
best at resolving conflicts because I would rather just give in than express how I feel or confront an
individual at all. To be an exceptional well rounded leader it is imperative that one has a good grasp
of conflict resolution strategies because they will inevitably come your way. The purpose of

Essay About Conflict Resolution

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Essay About Conflict Resolution