ILM Understanding conflict manangement

at times, clashing and conflicting with each other. These clashing traits bring out the role of

While conflict is a cause of this challenge, the end result is a department that does

The best outcome of a conflict is Win-Win both parties needs are met Ends up happy

Conflict resolution is necessary to keep focus and sustain the positive process. Collection of all the facts should be done prior to attempted resolution. Communication to the parties in a private setting to get their perspective is the idea. Only give opinions afterwards. Unless all is understood one cannot move onto mediation. After making the decision, be resolute in the delivery. (Lewicki, Saunders, & Barry, 2015)

According to our textbook, there are 5 stages for successful conflict resolution which are prelude to conflict, the triggering event, the initiation phase, the differentiation phase, and the

issue, or a politician dictates a settlement. Countries negotiate to a stalemate, or they go to war.

Both parties should work toward establishing and fostering a two-way communication system. They should not only come together to resolve a dispute, but the goal should be to build collaborative strategies toward furthering their mutual goals, providing efficient and

This paper will discuss innovative alternative dispute resolutions and how they may be used in a controversial conflict scenario. The writer will discuss these methods using an actual conflict scenario, describing how individuals involved in the conflict will benefit from these innovative methods rather than costly courtroom litigation. Alternative dispute resolutions are clearly the most beneficial conflict solution regardless of gender, cultural influence, and identity.

There are many different types of conflict that occur in the workplace. The five most common are as follows:

The five antecedents of conflict are the “overlapping or unclear job boundaries, inadequate communication, unreasonable or unclear policies standards or rules, unreasonable deadlines or extreme time pressure, and competition for limited resources” (Kinicki A. Kreitner R.2008 p. 277).

These four steps can be effective even if no resolution is possible, by creating a greater understanding among the parties involved, establishing where the differences of values and identity lie and will make sure that disputes can be negotiated or resolved effectively (Pon.harvard.edu, 2015).

* Needs and expectations - conflict at work can often be caused when employers ignore the needs of employees or set unrealistic expectations. For example, arranging hours that make it difficult for employees to carry out childcare responsibilities.

One of the most popular exponents of the previous thesis is Edward N. Luttwak’s “Give war a chance”, where he argues that negotiated settlements produce the most unstable peace, since those instruments do not alter the organizational capacity of both parties. Luttwak (1999) notes that “an unpleasant truth, often overlooked is that although war is a great evil, it does have a great virtue: it can resolve political conflicts and lead to peace. This can happen when all belligerents become exhausted or when one wins decisively” (p.36).

The idea of conflict is not necessarily violent; it could just refer to disagreements that are worked out through a mediator.

A decision made in a traditional courtroom may attempt to remedy the fallout from a dispute but it may not solve the problem that caused the conflict in the first place. When there is a need for the parties to a dispute to continue to have a relationship (for example in families and workplaces) failing to address the issues that caused the conflict in the first place may mean that it hasn’t been resolved and this may lead to further conflict. If the ‘serious [and] important needs’ of parties in dispute are not met this can ‘compound…’ the problem (Zehr, 1985, p. 1).