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The three parties met at a round table with the mediator at the head of the table. Each party was allowed to speak without interruption for five full minutes, explaining the signature style they wanted for the firm and why. Then each party was encouraged to make a proposal to the other side in search of a potential compromise. For example, one side suggested that if they were allowed to the keep the signature style classic, they would allow the office and headquarter to be decorated in a minimalist style. All in all, the proposals made by all sides were not balanced enough and the mediator had to suggest several potential proposals before one was eventually agreed upon.
Part Three
Had I been the mediator of this case, I would have used some of the techniques taken by the mediator and thrown out others. For example, I like the way the mediator began: speaking to each party alone did allow for some necessary venting and gave one a clear perspective on what exactly each respective side wanted. However, there were several things the mediator should have enforced better: for example, parties didn't respect the time...
Furthermore, some of the parties used mildly pejorative language to put down the other parties' point-of-view which led the mediation astray as feathers were ruffled and the mediator had to do damage control.
I would have enforced a stricter policy regarding the time limits and use of loaded language. I would have made sure all parties understood the terms and then, if anyone violated these terms I would have adjourned the mediation session for the day. That is the only way to establish a zero-tolerance police for the violation of my terms. And finally, I would have been able to convey what the separate parties wanted with a greater degree of clarity, which this mediator struggled with, mostly because he wasn't used to this type of design work and because he wasn't a terribly verbal person. Because of my heightened understanding, I think I would have been able to offer them a more satisfactory proposal simply in lieu of the fact that I understood the varying viewpoints with a greater level of clarity.
Conflict Resolution The objective of this study is to examine conflict resolution and to describe a situation where conflict resolution has been encountered related to nursing and how the situation was handled. This work in writing will identify any patterns of behavior and the applicable of patterns to any other conflict situations and provide supporting evidence. Steps that could be taken to improve the situation will be outlined as well as
Conflict Resolution: Scenario Analysis The purpose of this research paper is to find theories and ways on how people deal with conflict on a smaller scale. Conflict arises from differences. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. A deep personal need is at the core of the problem, such as a need to feel safe and secure, a need to feel respected and valued, or a
The other person will feel inferior; the complex will increase from having a feeling of injustice. In this way you will turn to be a hard task master than a cooperative Boss who tends to understand the people and their abilities. 3.5. Conciliatory Approach: This is the approach that helps in retaining the long-term relations where sometimes you agree with people and sometimes make them agree with you. Human behavior has
Conflict Resolution According to Forsyth, D.R. (2009), conflict resolution can be described as the techniques as well as processes undertaken in smoothing the progress of the nonviolent conclusion of disagreement. Over and over again, dedicated members of a group make efforts to come up with a solution to a group conflicts by enthusiastically relaying information regarding their conflicting intentions or beliefs to the entire group and by engaging in joint give
The author points out employees will "give in to demands, even unreasonable ones, to avoid disagreement." Finally, some employees choose collaboration to resolve problems. The author asserts that collaboration involves being interested in ensuring that the desires of all team members are met. Employees that implement this type of conflict resolution tend to be solution oriented and the resolution to the conflict often results in a remedy that neither
Conflict Resolution It is common knowledge that the utilization of conflict resolution offers the essential plans to cut down arguments and encourages nonviolent clarifications. Melinda G. Lincoln (2001) elaborates on this point by asserting, "Diffusing heated arguments, identifying issues, setting emotions aside, and learning new ways to communicate enables the disputants to incorporate the processes and problem-solving skills of mediation, negotiation, and collaboration. The impact of illustrating, modeling, and blending conflict