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Conflict: Explain The Five Types Of Conflict Management

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2.3 Conflict Styles
People approach conflict in a variety of ways. To explain this theory, Blake and Mouton created a table that explained the five types of conflict style; avoidance, accommodating, competing, collaborating and compromising (CPP Global, 2008). Understanding your employee’s conflict style will better prepare you when organizing your conflict resolution strategy.
• Avoidance- “I lose, you lose” Employee declines to engage in conflict at all, leaving unresolved issues (CPP Global, 2008).
• Accommodation- “I lose, you win” Employee gives into others to quickly resolve conflict; keeping a peaceful environment. This can cause long term issues as resentment for unfulfilled personal goals (CPP Global, 2008).
• Competition- “I win, …show more content…

Working with different cultures has a unique set of benefits and challenges. With the global workforce becoming more culturally diversified, learning acceptance is critical. The benefits to a multicultural work environment are a wide variation of perspectives, concepts, and strengths, leading to innovation and efficiency (Greenberg, 2009). In your facility, having local nationals present to assist in communicating with our Italian customers and vendors is invaluable. However, the challenges accompanying cultural diversity include frequent misunderstandings and communication breakdown due to inability to comprehend language and cultural behaviors. In these environments, change and integration is a challenge (Greenberg, 2009). These factors breed personnel impatience, conflict and ineffectiveness, all issues prevalent at your …show more content…

Mediation is when a neutral individual uses a specific skills to resolve issues within the workplace. A mediator can be external, coming from an outside agency, or internal, someone that is working within your business organization (Podro, & Suff, 2003). While communication and team building skills should always be the first approach used in conflict resolution, mediation is essential if conflict is still prevalent. Time is of importance when dealing with conflict as mediation yields the best results with conflict is still in its early phases, before feelings of resentment set in. You should consider mediation as a solution because of its time efficiency and lasting conflict management skills. Quick problem resolution is one of the main benefits of mediation along with inspiring effective communication, identifying behavioral patterns, uncovering deeper seeded issues and teaching employees the skills to manage conflict in the future (Podro, & Suff, 2003). A study conducted by The Advisory, Conciliation and Arbitration Service showed that businesses that used mediation when resolving conflict saw an 80% improvement in work relationships and 49% said conflicts were completely resolved (Podro, & Suff,

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“When we talk about analytic versus intuitive decision-making, neither is good or bad. What is bad is if you use either of them in an inappropriate circumstance.” Preparation for mediation uses both these methods. While it is important have an opening statement, certain points you wish to cover, question outlines, and knowledge of background information when available; much of the actual mediation is left to chance. A good mediator needs to be able to think on their toes, always ready to react and assess the parties and their

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Mediation is where the two parties aim to reach a mutual resolution on the dispute with the help of a mediator. Mediation is helpful when both parties want to come to a decision without going to court as they settle the dispute themselves. Mediation does not decide on the dispute it leaves control of the outcome with the parties. Arbitration is a formal way of resolving disputes, it's set up so opposing parties present their cases to an independent third person. The arbitrator makes a decision based on hearing the case and the evidence presented to them.

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In addition to being one of the most entertaining shows to binge in the background of daily life, The Office is considered to be one of the more quotable comedies the 2000s brought us. The show’s compilation of lovable and often stereotypical characters provided us with nine seasons worth of memorable tomfoolery, character development, and one-liners. But for the purpose of this paper we will be looking beyond the plethora of “Worlds Best Boss” mugs and “That’s what she said” jokes, and taking a cold, analytical look at The Office to determine what the show offers in regard to interpersonal communication. In the first episode we are introduced to the shows connotation of conflict as we observe Dwight Schrute demonstrating a competitive conflict style in his reaction to Jim Halpert’s solidifying Dwight’s personal belongings in a jello mold.

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It is important to keep the groups small for mediation because smaller groups are more likely to be successful in mediation talks (Klerman and Klerman 692). While reducing the number of people at the table inevitably reduces the amount of voices that can be represented, the committees will still be large enough as to not marginalize significant voices. Each mediation must also have somebody controlling the discussion. In this instance, legislators in Florida will pass a bill allocating $200,000 to pay for professional mediators from the United States Department of Justice directing the discussion. A professional mediator can analyze the strengths and weaknesses of each case before setting expectations for the results (Klerman and Klerman 691).

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Bob’s Meltdown In today’s workplace communication is key, collaboration crucial and teamwork a top management buzzword. These facets encourage knowledge sharing, co‐operation and a joint sense of purpose. However, such an increase in interpersonal relationships too often creates an unwanted side effect: conflict. (http://www.emeraldinsight.com/doi/abs/10.1108/14777280310795784)

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There are many ways to manage conflict, Each conflict have there own outcome or consequences depending on the type of conflict that is used. In The breakfast club there were many conflict between the five main characters, such as Competing, Avoiding, Accommodating, Collaborating, Compromising. These conflict styles depends on how you solve the problem, and how you react with conflicting parties. Breakfast club film contained various conflict such as Competing(I win, you lose) according to Patterson James, G (2008) author of How to become a better negotiator “In a win lose negotiation the matter at stake involves a fixed value, and each party aims to get as much of that value as possible. Anything gained by one of party is achieved at the expense of the other

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Each step seems to be iterative in operation or procedure, in doing so, this is the second step. The first step, determine the focus of control, Parnell (2017), has been implemented. TCMC recognized their focus of control in 2015 when Tennessee Community Mediation Center was established. ‘TCMC has been established to connect the ministry of mediation and the church with the community’ R. Gray (personal communication, January 30, 2018) stressed the purpose of Tennessee Community Mediation Center. These goals are been met each time a representative from the firm does workshops, seminars or even meeting with church leaders regarding teaching mediation in the churches and developing volunteers.

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Neutral, Biased, or Both? Discursive Construction of a Mediator's Dual Role Author Jian Wang discusses the importance of an efficient and effective mediator needing to remain neutral within the constraints of achieving their goal of a successful outcome for both parties involved (Wang, 2015). Mediators acting entirely neutral are crucial in obtaining “fairness, justice, and appropriateness” (Wang, 2015, Introduction, pp. 3).

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Mediation or Arbitration Alternative dispute resolution mechanisms have changed the way disputes are resolved across the globe. The methods have taken disputants from courts and placed them on a pedestal where not only their dispute is resolved but also their relations mend. This process allows each party to the dispute to play an active role in the dispute resolution (Farmer, 2012). There is two main alternative dispute resolution mechanism used worldwide. These are mediation and arbitration.

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A individual use of conflict should be used by many strategies impacted by the culture of the organization or institution but also by the personal beliefs and values. “The variables surrounding the conflict must be examined to understand and alter the choice of a particular behavioral approach to conflict”(Thomas,1976). When deciding the choice of outcome of a problem you should examine the facts and stay away from the assumptions. When managing conflicts, strategies should be utilized and reviewed so that the conflict can come to an collective solution. Some strategies to obtain during a conflict is the first strategy which is understanding that rushing to end the conflict will cause you to not be able to gather the appropriate information.

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There are more pros than cons when it comes to deciding between litigation and mediation. First thing that jumps to mind is costs, and for those that are like me and have a thing (unexplained feelings of mistrust) about lawyers, it quickly becomes an easy decision. In terms of linguistics differences between the two. There are quite a few pointers that have been discussed and reviewed. However, I would like to plainly point out the most obvious of differences between litigation and mediation.

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Mediation is a form of alternative dispute resolution in which a neutral third party helps disputants resolve a conflict (Bishop, p. 64). The employee/supervisor mediation was my first experience role-playing as a mediator in a dispute. I enjoyed the experience and recognized how significant the role of a mediator was. There are many strategies/avenues a mediator can take when conducting a mediation and it is imperative that the mediator is able to adapt their mediation strategy in order to satisfy the party’s needs. This in-class role-play gave me the opportunity to apply all the knowledge that I learned during the course, to a real workplace scenario.

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The competing conflict style is considered as a “win-lose” approach. This means that the other party involved is of no or very little concern. The opposition is completely ignored. This is used as a strategic approach as a means of gaining power and control. The competing style is also frequently practiced as an assertive way to achieve goals within the organization.

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Supervising a diverse workforce can include various perspectives and cultural backgrounds that can lead to disagreements and frustrations. It is important to offer continuous coaching to surface the respect and understanding of how each employee can work together and lessen future conflict. This paper included an analysis regarding conflict in a diverse workforce, and the supervisor’s role in working with team members to understand the importance of overcoming and maintaining awareness in conflicted situations. The discussion also included strategies on how to coach and mentor employees to respect diverse perspectives, and contribute to a harmonious and interconnected

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John Galtung recommended that conflict could be observed as a triangle, with contradiction (C), attitude (A) and behaviour. He explained that all three aspects must be there in a full conflict condition. Contradiction is an important factor of a conflict which mentioned through the parties, their intentions and the clash of interests between them. Attitude comprises the parties’ views and misunderstandings of each other and of themselves. Behaviour is the third factor which can involve coercion or cooperation, gestures defining conciliation or hostility.

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