Conflict Resolution : An Integral Aspect Of Human Interaction

In my personal experience with different organizations and work environments, I have learned that conflict will never be eliminated and it will always exist in some form or another. I also learned that in many situations conflicts are created because of someone putting themselves before everyone else in the organization. Employees or team members maybe jealous of what others have or full of envy. Situations like this can exist in any organization including the fire service. No matter what sector of industry people are involved with, there will always be conflict among management, employees, and first responders. In my opinion, the most crucial elements to successful conflict resolution is compromise and understanding the needs of others.

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 inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We

Conflict is something that each person will have to deal with sooner or later. Our text described the Conflict Resolution Cycle and Ten Principles of New Thinking that can resolve conflicts in a less costly manner (Levine, 2009). Brown (2011), points out that a chance of goal conflict is somewhat low between groups that have their own resources and perform entirely different tasks. In other words, if your task is separate the chances of conflict are extremely low. However, if there is any type of dependency, or common task and frequently pursue incompatible goals, the chances of conflict are greater (Brown, 2011). Levine (2009) explained that although the use of Alternative Dispute Resolution (ADR) is growing, the cost of conflict is a resource drain of huge proportion, and a source of great unhappiness and discomfort.

On a crisp autumn day in 2016, while hidden away from the cares of my daily routine in my family room, I was called upon to elaborate on an important aspect of my life. It took some time for consideration to determine how to best portray a journey I have taken in managing conflict, as I am not a young woman. Decades filled with the blessings of being the mother of disabled children, years lived as a single parent, as well as the process of maturation, tempered by the fires of adversity, have molded me into who I am today. As I reflected, I wondered if would I know how to deal with conflict as I do now without the life experiences I have had? Certainly not! The following paragraphs will describe my primary conflict style and why I use it, how I have changed constructively in this area, how the other four styles of conflict management may serve me, and where I hope to arrive as I continue to make my way along the journey of my life.

Several of us, might already be using the different techniques that are mentioned throughout this paper when dealing with conflict or mediating or coaching others who are involved in conflict. Prior to this course, I thought there was only one way to facilitate the mediation process, and it was the mediator’s role to work that model until the mediation process had convened. Kenneth Cloke writes in several of his case studies from the book, The Crossroads of Conflict, that he would regularly work with clients and “coach” them through the dispute. This took place through multiple sessions with the clients. Conducting mediations through staggered meeting times allows for numerous opportunities for the mediator to work with the clients to develop their own confidence and competence to successfully involve themselves in the conflict in a constructive way. There is a common core and skill set used in between mediation and conflict coaching, but at the same time, conflict coaching requires a separate and distinct process combined with a separate theory of its’

Interpersonal conflict is an inevitable part of our lives in all aspects of our lives. However, many people avoid it altogether or otherwise handle it in ways that are counterproductive for themselves and others. Effectively dealing with conflict goes a long way in determining success especially when it can have a

Humans face conflict on a day to day basis, but sometimes it can be a challenge to resolve it. What truly is the best way to respond to conflict? This age-old question has many different answers, but three may prove to be the most efficient. People can best respond to conflict by fully understanding the situation, weighing in on the negatives and positives associated with it, and avoiding all possible impulsive actions.

When dealing with issues leading to conflict, it becomes beneficial when you know a person. Once I have set up a relationship with someone, it empowers me and allows me to resolve conflict effectively. For example, when in a conflict with a family member or a co-worker, I have to keep in mind that working together will help solve this conflict. I also think about the length of time the relationship has existed and lastly, how the relationship can be improved. As a conciliator, I try to reconcile the conflict, basically see how both parties can win. As a result, mediating and cooperating is the key to conciliating the

* Issues are more important and pressing and there is not enough time to deal with both

Ranging from small quarrels between a couple to a full blown war, conflicts can have many different levels and can have massive impacts. That is why it is necessary need to evaluate the dispute at hand and understand the individual the need to keep one's values in place throughout finding resolution in the

Avoiding conflict is a pivotal and detrimental part of my life. For as long as I can remember I have attempted to avoid conflict at all cost. I assume Sigmund Freud would attribute this trait to the lack of a real father figure in my life or possibly the excess amount of condescending, over bearing, and verbally abusive reprimands I received from my step-father. When confronting someone who has wronged you results in a worse outcome than being passive you tend to learn very quickly that it’s easier to live emotionally oppressed than it is to live physically oppressed. It’s been a long time since those days and I am not the young kid I once was but, sometimes I still try to avoid conflict like my life depends on it. The most recent, or even

Conflict is a part of life. A majority of conflicts throughout the day are small and easily solved, others can be more serious and require a sit-down conversation, and if that does not work mediation may be the best option. According to Spiroska (2014), “mediation is a voluntary, flexible and informal process in which a neutral third party…facilitates a discussion” (p. 84). Mediation uses another person to help the parties solve a problem. There is evidence that third parties help resolve conflict (Eaton & Sanders, 2012). My mediation process was overall and interesting experience that helped me understand the process of intervening and overcoming obstacles.

One way to solve conflict is to mediate the situation. Mediation means a process by which people seek a solution to a conflict with the help of a neutral outsider. For example, if you are in an

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).