Conflict Resolution Is Compromise And Understanding The Needs Of Others

The negotiators in these situations should mainly on the integrative bargaining. It means that negotiator should arrange a face to face meeting for both the parties by motivating them to practice integrative barging so that they can use the conflict strategy management to innovate positive solutions rather than dysfunctional conflicts. The negotiator should focus mainly on problem solving, compromising, smoothing and finding solutions. Motivating both the parties for a face-to-face meet is done so that, they can identify the problem and resolve it by an open discussion. Each team should give up something so that they can come to an agreement. The negotiator should use smoothing technique by reducing the conflicts while stressing common interests between both the teams. By compromising and smoothing both the parties should know about their common interests and goals and should create a shared goal. Once the negotiator make them realize that they need each other for achieving their goals, integrative positions solutions will be obtained instead of dysfunctional

After hearing from all parties involved in the conflict, participants are sometimes able to come up with a resolution for the problem they are facing

The third form of Conflict management is Accommodation. When the task at hand is more important than the conflict that has arisen and when relationships may be damaged putting the entire project in jeopardy. With this method a team member may minimize the conflict in order to protect the relationship and ultimately the project. Some of the negative aspects in using this

Conflict resolution is necessary to keep focus and sustain the positive process. Collection of all the facts should be done prior to attempted resolution. Communication to the parties in a private setting to get their perspective is the idea. Only give opinions afterwards. Unless all is understood one cannot move onto mediation. After making the decision, be resolute in the delivery. (Lewicki, Saunders, & Barry, 2015)

A meeting with all involved parties to discuss the issue is also another good way to resolve conflict. Everyone will have a chance to speak; this is a good opportunity to hear all sides of the story and gain a full understanding of the conflict.

Beyond negotiation and mediation, there are a number of approaches that decrease the personal control the people involved have over the dispute outcome, increase the involvement of external decision makers, and rely increasingly on win-lose and either-or decision-making techniques. These approaches can be divided into public and private, and legal and extralegal.

In order to reach a collaborative solution, a team must work to resolve conflict in a productive manner. Avoidance is one resolution strategy many teams use. Avoidance is not a valid resolution strategy in most instances though. Avoidance sweeps conflict aside in order for the team to pursue more productive avenues. “If the conflict is not central to the work of the team, it may be best to set it aside so that the important work of the team can proceed” (Porter, ρ.3). Only under these circumstances should avoidance be used. Another technique, compromise, is similar to avoidance. Compromise is when “each person gives up something for the sake of agreement” (Porter, ρ.4). Again, this method does not produce the best results as it fails to address the entire issue and can force certain members of a team to concede points that would be

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 is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

Barriers in the mediation process must be overcome at the initial phase of the process. Parties must understand the process and the

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

The important issue, however, is not whether or not a conflict exists, but how it is handled once it is identified. Conflict can be detrimental to the team effort when it is not addressed quickly, but allowed to grow and widen the gap between those team members whose opinions differ from each other. This tension can lead to decreased productivity and low team spirits, which can negatively affect the entire organization. On the other hand, if conflict is identified and addressed by following a structured process and by involving everyone affected by the conflict, it can result in personal progress for all team members. Another benefit of this progress is the discovery of an actual solution to the initial problem is derived from the conflict.

Negotiation is one of the most common approaches used to make decisions and manage disputes. It is also the major building block for many other alternative dispute resolution procedures. According to Christopher W (2012), negotiation is the principal way that people redefine an old relationship that is not working to their satisfaction or establish a new relationship where none existed before. Because negotiation is such a common problem-solving process, it is in everyone 's interest to become familiar with negotiating dynamics and skills. This section is designed to identify what worked well and not well in the negotiation. In addition, to present strategies that generally makes the negotiation more efficient and improvement in the next

     The five steps used to complete a conflict resolution are diagnosis, goal setting, negotiation, future strategies, and follow-up.  During the diagnosis and goal setting stages, we would establish the nature, source, and scope of the conflict to better aid us in finding and setting a goal.  During negotiation and future strategy stages, we would enhance individual skills, facilitate meetings, and ensure constructive resolution is reached and then, help the students establish new model and behaviors for resolving future conflicts.  Finally, the

The technique used in the attempt to resolve the conflict was negotiation by third parties