Conflict Resolution Paper

Some of the pros of having the religious status around the capitol building would be expressing the religious diversity within the state. It would also be a moral compass for the legislatures. Lastly, it would show that all religions are equal in the eyes of that state. Some of the cons would be two statuses with contradicting religions, like Christianity and Satanism, could end up right beside each other and cause an up roar among the people. Plus, there would never be an end to all the statues that need to be made because there are just too many religions. Finally, the Constitution states to keep religion away from state affairs, so the statues may violate those amendments. If I had to decide a how to resolve the conflict, I would remove the statue of Jesus and try to keep religion away from the government. The other possible solution would to provide statues for every religion.

Nurses require effective interpersonal skills to enable them to manage conflict, which can be an inevitable component of busy workplaces with high service demands. Work environments often have a diverse range of staff and patients with potentially conflicting

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

Fung Kei, C. (2015). Mediation skills for conflict resolution in nursing education. Nurse Education In Practice, 15(4), 310-313. doi:10.1016/j.nepr.2015.02.005

The reasons for resistance in conflict may be different for each participant involved and unique to any given conflict. Planning the “presentation” with the Chief I have considered that the resistance to this particular conflict is that the “process may not allow for a real exchange of views or permit the real content of the dispute to emerge” (Cloke & Goldsmith, 2011).

This paper will explain and critique conflict management style. It will describe at least three conflict management styles, which conflict management style do I personally use most frequently and why I do. It will also describe the difficulties I have dealt with others who use different conflict management styles then me. I will discuss the advantages and disadvantages of each conflict management style. Finally I will describe conflict avoidance and its interrelationship with conflict management.

The influence of dominance, power, and class through societies have taken a huge role in why conflict theory is present in the corruption of the global system. This is also a major social problem because "the concepts of power in society - including top-down domination and resistance from the bottom- is an important element in the modern conflict perspective in sociology..." (Tepperman, Albanese & Curtis, 2014, p. 16). Therefore, the power in society is just another sociology perspective of a conflict. Conflict theory is shown to be inferior or superior in many different cases. This theory is illustrated through schools, and everyday jobs such as "teachers, judges or parole officers" having power over other individuals (Tepperman, et

Conflict is inevitable in the workplace. Where there are people, there will be conflict. Nurses work in highly stressful and demanding environments which is why it is important that student nurses learn to adopt techniques and skills that will assist them in managing conflict. Assertive communication and constructive feedback are strategies that can assist in managing conflict. It is important that student nurses be taught strategies on how to cope with conflict as poorly managed conflict can result in verbal abuse, medical errors and poor patient outcomes. In this scenario, a student nurse is incorrectly applying a dressing to the patient when she is approached by the frustrated buddy nurse. The buddy registered nurse does not act

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

Negotiation and conflict transformation is difficult when there is a significant power difference between the two parties involved. Since power is one of the biggest factors that contribute to negotiation, it greatly influences the trajectory of the conversation. This particular case will look at the objectives, methods, and processes used to achieve a successful, creative-transformational negotiation. I will first provide a description, then analyze the actions, and look at alternatives that could have been employed.

Every company, including police agencies can have conflicts that need to be addressed by the leaders of the organization. A number of conflicts begin as something very miniscule and grow over time to destroy the motivation and confidence of a law enforcement agency before it is even able to be addressed. Some conflicts are not even made aware to the leadership positions until it has grown out of control and has the employees worked up, and demanding to what is happening. Several leaders have fears regarding conflict, rather than seeing it as a potential way to create changes to a policy that is not working in the current environment. Managing conflict is an element of being a strong leader in an organization and helps inspire the employees to be more productive and engaged in their jobs. As a leader, they have to be engaged in all aspects of their organization and at a minimum, have basic conflict management skills. Once the organization puts together individuals with values, needs, and interests that are the same or truly completely different, an issue can and most likely will arise due to basic human nature. A strong management team then must be able to work together and fix the problem while not losing anything in production.

Conflict is an unavoidable part of life and health care is not excluded. The manner in which conflict is resolved has a major impact in the workplace, be it favorable or unfavorable. Conflict can arise at many professional levels in health care from the nursing staff to the physician. Conflict also comes in many forms within the health care system. Stress, personal differences, scarce resources and staffing, and also burnout can lead to conflict in health care (Pavlakis, Kaitelidou, Theodorou, Galanis, Sourtzi & Siskou, 2011). Managers must be properly trained to identify the source of conflict at its origin and utilize proper problem solving techniques in order to obtain a positive outcome that every person can benefit from. This literature review examines the abilities of managers to resolve conflict in the workplace after conflict management training.

As with any system, when one piece is missing the system will begin to fail. Our facility understands employees will not always see eye to eye and have implanted certain plans to deal with resolving conflict. Not only in healthcare but in any work setting conflict can occur due to difference in personality, difference in nursing opinions, language, background or many other reasons. In order for them to communicate through conflict we want them to practice:

The second form of conflict management is Compromising. This form brings along the idea that losing something is adequate when an individual gains a little. Both sides come to the middle to help serve the team and project on hand while making it possible for each person to maintain a portion of his or her original idea. The drawbacks of using this method are values and objectives can be lost in the process if they are compromised. Some of the demands from the other side may be too severe to come to a middle ground on. This method can also create other conflict if no respect for the compromise or the other team members exists. When this method is used to its full potential people of equal roles are equally committed to the team. “When the issue is to complex to just abandon the others ideas or perspectives and when the specific task that is being dealt with is only moderately important.” (Improving group, organizational or team dynamics when conflict occurs, 2008)

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.