Confliction Resolution Paper

1a. Who was involved in the conflict? What was the relationship between the participants prior to the conflict? Did it appear as if the relationship between the participants had any impact on how either person responded to the conflict?

In this last week’s paper, we will study a case that has strong conflicts and we will see how we can analyze the possible intervention strategies used to solve the case. We will apply what we deem is the best plan and explain what would be the best strategy to find a solution to this conflict. We will utilize the seven stages of negotiation and see which of the five major negotiation intervention strategies we will choose to find a solution to our conflict. We will start by introducing our concerns with the companies in conflict. The article we are to discuss is Negotiation Strategies and Contract Conflict Resolution, and

Ego conflicts are when a dispute centers are status or power. Often, this type of conflict will begin with some small issue, but as status and power start to play an influence the conflict will escalate.

To win or not to win, that is the question…or is it? Stephen R. Covey suggests that it does not have to be a win-lose scenario. Covey subscribes to a win-win philosophy, “Win-win is a frame of mind and heart that constantly seeks mutual benefit in all human interactions” (Covey, n.d.). When it comes to parent-teacher conflicts, Covey’s “Win-win” approach is the best solution to deescalate frustrations and maintain positive relationships between the teacher, students, and parents. This paper will examine two conflict scenarios and determine which actions achieved a mutual beneficial outcome.

There are numerous entities and situations that can be avoided throughout the durations of one’s life, but there are a few things that cannot be escaped being a United States citizen; and that’s taxes and conflict. It’s hard to go a single day without running into some form of conflict, whether it be constructive, or destructive conflict. For me, conflict has always seemed to either go really good, or take a turn for the worst. Over the past few months I’ve attempted to work on some of my strategies to better deal with my day-to-day interpersonal conflicts, so I get in the rhythm of trying to successfully complete an altercation. With that being said, I would like to discuss a conflict that was both relational and organizational. This conflict

Conflict Theory is a social and economic factor. It is seen as inequality in gender, race, crime and wealth. Conflict Theory was developed by the theorist Karl Marx, who believed that conflict theory is split into two groups: the wealthy and the poor. Marx labels the wealthy as those who control and the poor are labeled as those who are controlled by the government, law or other authority.

Conflict can be defined as a “strong disagreement between people, groups, etc., that results in often angry argument” and “a difference that prevents agreement: disagreement between ideas, feelings, etc.” (Merriam-Webster, n.d). This paper will describe a conflict I faced at work with a client and an in depth analysis using Sakichi Toyoda’s 5 Whys analysis tool.

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.

Conflicts are more common than not in this day and age. You can have a conflict in a work or school environment over anything. In order to fix most conflicts there has to be an open communication. Lack of communication can cause more problems than fix them.

Scholars indicate that conflict does not just erupt but is built up in stages until it reaches final stage where it erupts and that is the final stage that will then require mediation. The first stage is usually referred to as "unstable peace" or "latent conflict". This is experienced when the groups, people, nations or organizations involved have, some differences that bother one party or even both parties, though the differences are not so grave that they are bound to trigger one group or both to act in a manner geared towards altering the status quo. One of the most common cause of latent conflict is the power differential between the groups involved or between individuals. These seeds of latent conflict can be in existence for long before people are even aware of them and there is a higher chance that the privileged side may never be aware of the building tension (Eric Brahm, 2003).

Alper, S., Tjosvold, D., & Law, K. S. (2000). Conflict management, efficacy, and performance in organizational teams. Personnel Psychology, 53(3), 625-642. This study looked at the management of conflict and linked it empirically with organizational team and efficacy research. There were sixty-one teams with nearly 500 employees studied, all belonging to a leading manufacturer of electronic products. A structural equation analysis was used to show that a cooperative approach to conflict is more effective than a competitive approach to same. Making use of autonomy can also make a person or a team more productive.

Manuscript content is organized, clearly and directly conveyed ideas in the jargon of the discipline.

“Kate has been employed by a well-known manufacturing company for 12 years. She is the only female on her line and the fastest worker. She has been promoted several times through mergers and acquisitions, but has always been looked over for a senior management position. Kate believes she is qualified for advancement but thinks her manager has a problem with her personally. To top it off, Kate did not receive a semiannual or annual review, which would have resulted in a raise. Her coworkers (all males) have urged her to go to management and report what she believes to be discriminatory behavior from her immediate manager.” (Argosy Univ., 2016)

The recently-resolved Chicago Teachers' Strike provides an opportunity to apply basic conflict-resolution principles and strategies to develop an effective conflict resolution action plan. Generally, that action plan will allow the respective sides in any conflict to resolve it as expeditiously as possible in several different ways. First, it limits the spread of conflicts over specific issues to wider antagonism focused on identity or affiliation. Second, it reduces the natural tendency for opposing groups to escalate the intensity and character of their conflicts unnecessarily and to begin to focus on "winning" or "defeating" the other group instead of achieving the most objectively fair outcome for all stakeholders. Third, it promotes meaningful communication and good-faith dialogue as the primary means of initiating a productive conflict resolution process. Ultimately, the comprehensive purpose of the conflict resolution action plan is to prevent the evolution of greater levels of conflict that presented by the facts and the issues or, where the plan is implemented after escalation has already occurred, to transform the conflict into a communications process capable of being mediated, negotiated, and resolved with an outcome that is as close to optimal and fair as possible under the circumstances.

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.