Conflict Resolution Toolkit

Conflict management is identifying and handling the situation in a fair sensible manner. Skills required are effective communication, problem solving and negotiating with a focus of interest.

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

Project managers utilize different resolution styles and recommendations for specific situations to resolve conflict. Conflict inevitably occurs for any project. Everyone on the project is responsible for conflict management. By properly managing conflicts, the workplace and the projects will start to develop and stimulate healthy and positive conflicts which increase business productivity and promote innovation. Proper conflict management creates a competitive atmosphere, helping fuel a business forward for complete customer satisfaction.

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

On July 27, 2004, Barack Obama delivered a keynote address at the Democratic National Convention that catapulted him onto the national stage and decidedly set in motion the rest of his political career. In it, Obama addresses controversial topics while simultaneously maintaining an underlying theme of collaboration and common experiences. His arguments can be comprehensively analyzed following the Toulmin model of argumentation. This model consists primarily of a claim, which is the assertion the rhetor attempts to prove, supporting evidence for the claim, and a warrant connecting the evidence to the claim. Secondary elements of this model include backing supporting the warrant, the

The Stephen Toulmin was a British Philosopher who created a system of argumentation, called the Toulmin Model. The Toulmin Model breaks down an argument into six parts: claims (what I hope to prove), evidence (support), warrant (connection between “claims” and “evidence), backing (support for the warrant), rebuttal (potential objection to the claim), and qualifier (limits put on the claim). The first three parts are the most important. The Toulmin Model is an actual structure that can be used in any argument, from academic essays to commercial advertisement. It can also be used to analyze irrational situations.

In section they talk about the Toulmin model, link is the warrant and the backing – statements that explain why the evidence is sufficient to prove the claim.

A crucial part in reviewing and preparing the evidence for the case is having non-technical explanations for the more detailed parts of the investigation. While more is being done to prepare those in the court for the more technical terms, there is always a chance that some items need to be defined properly in the court for everyone’s understanding (Nelson et al.,

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

This document can come forth from either party to require an individual to give testimony in court regarding a matter they are believed to have knowledge of. In the event that a witness fails to be attend court, is unwilling or avoiding attendance, an investigator must serve a summons on the witness personally and if necessary, may have to attempt service at different times of the day until the witness is located.

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

Conflict management helps to find a middle way, an alternative to any problem and successful implementation of the idea. Problems must be addressed at the right time to prevent conflict and its adverse effects at a later stage. Through conflict management skills, an individual explores all the possible reasons to worry which might later lead to a big problem and tries to resolve it as soon as possible.

In this writing, we will explore and explain strategies of conflict resolution and, encourage teams, individuals and society as a whole to use some of these ideas for their own resolution purposes. “In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes.” (Conflict resolution, 2008). With this in mind, individuals will have hope for a more positive team experience.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of