Third Party Intervention

A meeting with all involved parties to discuss the issue is also another good way to resolve conflict. Everyone will have a chance to speak; this is a good opportunity to hear all sides of the story and gain a full understanding of the conflict.

The practice of settling human conflicts through intermediaries has had a rich history in Western and non-Western cultures and therefore a broad range of forms and functions. The conflicting parties in most of the societies and at all stages of social interaction have had access to external actors to whom they approach when they come to the conclusion that they are incapable to handle their different opinions by themselves. In this case, an ordinary response to identify contradictions in objectives and values be-tween adversaries is to enter into a process of negotiation in order to achieve an agreement on such differences, which is mutually acceptable. In consequence, negoti-ation seems to be a universal, human

Fells (2016, p. 211) wrote “ just as a doctor works to bring a person back to health, so too a mediator works to bring a deadlocked negotiation back to a situation where the parties can reach agreement”. This essay discusses this statement with reference to contemporary research on dispute resolution. In order to comprehend how this is achieved, we must consider the essence of mediation, the different types of mediation and what mediators do. Negotiation and mediation are process used to resolve opposing preferences between parties. Negotiation is defined in Fells (2016, p. 3) as “a process by which two parties with differences that they need to resolve try to reach agreement through

The topic that I have chosen to discuss throughout this paper is Managing and Resolving Conflicts in a Relationship. This topic is very important to me simply because, I personally see a lot of relationships failing, including some of mines due to lack of resolving and managing conflicts correctly. By the end of this paper I hope that I have helped the reader understand and eliminate any conflicts that confront their everyday lives.

This paper discusses a cross-cultural conflict scenario in which a mediator must apply the appropriate skills to resolve the conflict. In order to resolve these types of conflicts mediators must apply a non-bias approach to the conflict because the mediator must perceive and identify the cultural differences in order to appropriately resolve the conflict. The mediator must facilitate communication, and they must invoke trust with the disputants for successful cross-cultural conflict resolution.

It is mandatory for the participant performing the conflict self-assessment to be unreserved and have the ability to use self-reflection adequately. Accordingly, these results allow for the accurate comparison between current habitual methods and actions of conflict resolution and the appropriate use of the five modes of conflict resolution.

“A power usually brings about a reduction of other parties’ options by limiting the moves they can make, eliminating a possible resolution to the conflict, or restricting their ability to employ countervailing power” (Folger, Poole, Stutman, 1997). Fredrik and Michael are both overly emotionally and mentally involved in the situation where it prevents them from having the ability to think objectively. As they become more aggressive and engaged, they tend to fall under the high-conflicting people category and emphasize on the person instead of the conflicting issue itself. This is when mediator and third party come into play. “Third parties enter a conflict relationship in which the disputants have different expectations, goals, coasts, and rewards, and where they experience pressures and stresses stemming from an uncertain situation” (Bercovitch; 1984). Instead of helping Fredrik and Michael resolve their conflict, this mediator helps facilitate and soothe the relationship by generating discussion for the two of them, in the hope of conciliating the conflict. Fredrik and Michael, in this case, may hire a lawyer or a mutual friend of theirs. “It is the triad for a third party to cause others to act differently” (Bercovitch; 1984). A mutual friend of Fredrik and Michael definitely does the job in serving as a neutral and unbiased position. According to Thompson and Nadler, they argue that cognitive biases and different levels of perception people have on a conflict often intervene with whether or not they can come up with a resolution. “Negotiators are often unaware of such biases, instead blaming blocked resolutions processes on party intransigence or self-interest” (Deutsch; 2000). Coming from a neutral and outsider perspective, this mutual friend of theirs is able to find a middle ground in simplifying the conflict situation as he sees the whole situation

There are three major conflict interventions: mediation, arbitration, and negotiation. Each of these interventions have pros and cons. Mediation is the one intervention that incorporates creativity in the resolution process so it benefits all disputants involved. Mediation also promotes collaboration and cooperation more so than arbitration and negotiation do. It is also a more cost efficient for the disputants and is more likely to resolve conflicts quicker. Mediators help defuse anger, improve communication, and specifically work on trust building. Mediation ensures that the matter can be handled privately without risk of public reprimand. On the other hand, mediation does not always result in a settlement like arbitration does. Mediation

These differences and gender expectations make the contact and the conversation more difficult (Borchardt, 2014). The role of the HR 3rd party is to ease the communication by first acknowledging the differences. The most prominent hindrance to communication, is having a real understanding to the conflict cause, for this reason, the HR 3rd party starts by examine the basis of what need is not being met by the conflicted parties (BreakthruInMarketing, 2014). Then evaluate if the need can or cannot be met (BreakthruInMarketing, 2014). By reaching to this point, the HR 3rd party finds out if the need can be meet then he has a resolution. However, if the need cannot be met, he starts the negotiation process(BreakthruInMarketing, 2014). This process is problematic because managing the conflict does not mean finding a solution but generating possible options between both parties with paying attention to their differences.As mentioned, in conflict resolution between opposite genders, the interpretations and perceiving of messages are different. During the meeting, the HR 3rd party has to keep in mind that the language of men might be more harsh and aggressive to try to rephrase and reshapes the

Conflict management involves acquiring skills related to conflict resolution, self awareness about conflict modes, conflict communication skills, and establishing a structure for management of conflict ( “Understading”, n.d.). According to K. Thomas (1992) there are five conflict-handling modes : competing, collaborating, compromising, avoiding, and accommodating. They are classified based on assertiveness and cooperativeness (Thomas, K., 1992). After taking the Conflict Handling Assessment, my preferred conflict-handling mode is compromising which has a moderate assertiveness and moderate cooperation. I want to find a middle ground for the group to agree of the strategies and formulas that are suggested, negotiate to the members of the team to find solution to the problem so that both parties can agree . The value of engaging in conflict with others are important. Understanding conflict and how to handle it will give us choices on how and when to engage in conflict. We learn from our experiences be it personal or professional on how to handle conflict it can either be positive that we can worked with or negative that we avoided and ignored

The clinician will integrate multiple theories that will support a single group of researchers who conducted a case study that proposed the two theories with the purpose of obtaining the most current information regarding language difficulties, social communication difficulties, and the outcomes it provides when working with school-age children. The theories identified during this research were Biological Maturation and Social Interactionism. The clinician will further indicate the relationship between neuronal function in the process of language and the theory selected.

In conflict we often make the mistake of using our power to focus on the relationship or on the issue/  outcome we desire.  The result is that we often attain one at the expense of the other.  Our power may enable us to achieve our goal but damage or destroy the relationship.  Alternatively, we may sustain the relationship at the expense of our needs or desired outcome.  The ideal may be maintaining a healthy relationship while at the same time achieving our goal, but this requires a subtle and complex use of different kinds of power or perhaps not using the power at our disposal.  This requires wisdom, self control and self discipline as well as skilled interpersonal behavior.

Conflicts which lead to unresolved issues can influence the quality of the marriage. Although several research was made on marital relationships, the factors which influence the arising of continuous conflicts are still not clear. Unresolved issues are problems which are continuously brought up in a marriage. However, marital conflicts are not the only source of unresolved issues in a relationship. Unresolved conflicts within the marriage can affect the longevity and quality of the marriage, but personal background and individual trauma contribute to marital problems more often than conflicts within the marriage. In fact, marital conflicts are usually started because of personal unresolved issues. If a person develops a behavioral property

This paper will cover the difference in the negotiation process and the mediation process and explore some of the barriers that hinder the processes. There is a distinct difference between the negotiation process and the mediation process. Negotiation as defined in Essentials of Negotiation is a process by which two or more parties attempt to resolve their opposing interests (Lewicki, Saunders, and Barry, ) The Negotiation process happens when individuals disagree about a situation and there’s no mutual solution that can be attain by the two parties. The disagreement leads to a conflict which involves misinterpretation, miscommunication and hurt feelings. Because the parties cannot reach a mutual agreement on how to resolve their

 "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).