In short, emphasis on emotion should be placed forefront in the mediation session and the underlying emotions should be uncovered and dealt with in order that one can then proceed to a conflict-free resolution.
There are, in short, two ways -- as Schnurman (2011) observes -- to handling workplace conflicts. Firstly, one can seek to minimize them by generating a healthy, communicative work environment. Secondly, one can skillfully resolve and defuse the issues once they arise. Arguments are a part of every workplace. How one deal with them determines the results -- and the results can be positive if dealt with in a constructive manner. Focusing on understanding and meeting the concerns of each party in a win-win maker may go a long way in accomplishing a more constructive outcome.
Reference
American Institute of Stress Workplace Stress
http://www.stress.org/workplace-stress/
CCR Int. About Workplace Conflict
http://www.conflictatwork.com/conflict/cost_e.cfm
Galaxy Global Communications Inc. CONFLICT RESOLUTION Management in the WORKPLACE - CONTINUED
Jameson, JK et al....
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