Essay on Conflict Resolution Techniques

Conflict cannot be eliminated from the workplace therefore learning appropriate conflict-handling skills is important. It is imperative nurses learn how to effectively handle conflict in the work environment (Morrison, 2008). According to the Conflict Resolution Questionnaire Analysis, my style of conflict resolution is Collaborating. I believe that working together will get better results than working alone, a win/win situation. I can express assertiveness, cooperation and welcome differences of opinions. I will listen to the opinion of others and will give you mine as well.

In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress.

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

“A mediator is a third party who assists interested parties in negotiating a conflict. A mediator controls the mediation process but does not have authority to decide the outcome for the parties” (Barsky, 2007). A mediator, in a given situation, helps to dissolve the conflict and looks to the best interest

Conflict has been solved in a variety of ways in many many different situations,but do we as humans really know what the best way is? Though there is not and will never be a definitive answer to this question,studies have shown that positivity is one of the best ways to handle conflict. The conflict can be as big as things like making it through the holocaust or as small as what TV show to watch,but positivity will almost always improve your situation in some way or another.

Mediation is a different process to reach a resolution for parties that find themselves in a family court matter. Mediation is a part of the process ran by the courts by individuals that are unbiased and yet knowledgably about family law matters and the law. The courts want couples to give mediation a try before taking the matter before the judge in case some issues can be worked out beforehand. Attorneys are not included in this process. What happens in mediation is all parties will work on the issues at hand as peaceful as possible and in a manner to hopefully reach amicable outcomes, with a third party to help oversee this process and help negotiate their issues. These issues that can be heard in mediation are many and can be a wide variety of needs from the parties. These issues can be negotiation of assets, debts, child and spousal support, and visitation and custody matters of any children involved in the case.

Mediators are neutral and harbor no invested interest in the conflict or with any of the parties involved. The recommendations made by the mediator is not binding unless all parties agree to the settlement. Going into mediation allows the people engaged in an on-going conflict to reach a mutual agreement, settling their differences instead of participating in lengthy and expensive court proceedings.

Despite having no mediation experience prior to this class, I immediately excelled in a few areas of mediation. Namely, I did well with the introduction, exuding confidence, and helping the disputants move toward a resolution. Each of these skills is extremely important for mediators as they help set the tone, maintain control of the conversation or accomplish the goal of mediation. Of course, I improved with I practice, but I performed admirably in each of these arenas from the outset.

Competition is when an individual “achieves a victory through force, superior skill, or domination”. This type of approach fails to address the root cause of the conflict and suppresses the desires of other conflicting individuals; therefore resulting in future conflicts over the same issues. Collaboration is when all conflicting parties recognize something is wrong and needs attention. This is an ideal approach. When collaborating, groups respect each others ideas, opinions, and suggestions, and understand each others point of view. This allows group members to eventually accept the logic of a different point of view and accept that logic; therefore resulting in a consensus. Compromise is when each group gives up something of value to the other group. This is an appropriate approach when: there is insufficient time, issue not worth time or energy, or there’s no realistic or easy agreement.

The awareness of these major differences in perception is very beneficial. This leaves both parties suddenly aware of what led to the dispute at hand. A careful consideration of the different positions, important issues, and alternate perceptions can give everyone an understanding of how difficult it is for a judge and/or jury to come to a fair conclusion. Who is right? Who is telling the truth? Who can prove their claims with proof?

A Mediator Speeds The Resolution Process: Filing lawsuits, waiting for hearing dates, attending court, and preparing for trial are time-consuming and costly activities. Mediation is a cost-effective conflict resolution option. The parties split the cost of the mediator and the sessions are scheduled for the parties’ convenience. Mediation frequently produces

The community and individual joint recognition of responsibilies are a positive value because mediators would place the responsibility on building a new structure with maintaining a vital mechanism for the direct expression and reduction of conflicts that would able to control in the hands of the disputing parties (Berman, L. J. 2016). Discussion over mediation process is useful when we considered three important aspects such as; preserving the important relationship, allowing for sensitive negotiations to occur in private and allowing for negotiations to be confidential. Finally, this paper would like to recommend an important mediation process that must be discussed as advanced mediation course with understandable, convenient, comfortable, trustworthy, motivate, justifiable, timely, affordable, confidential, healing, empowering and effective

The separate meetings allow the disputants to build trust with the mediator. There is an underlying psychology in pre-mediation caucuses that facilitates the settlement of disputes. The individuals are given space to express their frustrations without the fear of being judged. The mediator in pre-mediation has to devote that space to listen to the disputants and understand the dispute without jumping to settlements. Furthermore, these meetings make people feel respected as well as supported by a professional who has dealt with many similar cases. Moreover, the pre-mediation helps avoid face attacks that are common when two people with negative emotions towards each other come face to face. In the playlist, Hamilton says, “In the Room Where It Happens.” (Hamilton Broadway, 2015) The quote explains the importance of parties holding mediation with a mediator. The mediator gets a chance to cool down all the emotions before the disputants get together in one joint meeting.

Mediation is one of the many ways of conflict resolution. In order to use mediation efficiently, there are principles and techniques of mediation that should be used in order to settle a dispute. Opposing lawyers and their clients, for example, can choose to apply some techniques and principles of mediation to solve a problem without using a mediator.

First of all, in order to solve any problem there need to be negotiation techniques established to deal with the dispute between both of the disputants. First, a proper negotiation technique must include the creation of a mutual frame. This frame consist of setting a good tone during the negotiators opening statement. This tone can have two different effects, either there is “cooperation or competition” (McCorkle & Reese, 2015, p 159). There is nothing worse than having set everything up and because of the tone that the mediator has everything fall apart. Second, there needs to be an establishment of criteria in order to have both the disputants establish cooperation. When criteria is established, neither of the disputants can establish their own competiveness, however, when a disputant does establish competitiveness, it is the job of the mitigation to move out of competitiveness and move the discussion to “determine the facts” (McCorkle & Reese, 2015, p159). Some ways to assist the mediator from successfully steering away from competiveness is by asking questions that remind both disputants that the reason they are there is to solve the problem and not cause more tension.