20). These conflicts were mainly described as project deadlines, final product expectations, quality criteria, the design elements, theory of instruction(s) and technology usage.
As one participant in the study stated; "in the beginning they were overloaded with the amount of work they were expected to do...as the project evolved their focus shifted to the project itself" (Correia, p. 21).
Recent evidence provides enough commentary to believe that managing conflicts in a quick and efficient manner has impacted the business community and the ethics practiced by a vast majority of the individuals making business decisions. A study conducted in 2004 contends that "more managers are now likely to select ethically appropriate actions either because it is ethical to do so, or because the consequences or risk of not doing so are too great" (Premeaux, 2004, p. 270). If this is true, then conflict management becomes even more important to solving societal and business woes in the future.
Positional vs. Interest-Based Bargaining
Two of the more prevalent styles of bargaining and mediation include the positional and the interest-based methods. The most popular method is called interest-based or the integrative method of bargaining. A mediator can often call two sides together using interest-based methods to decide how to create a 'win-win' situation. A win-win situation is usually predicated upon both parties being able to facilitate a compromise that meets the highest amount of interests of each participant. It is in that method that each party wins. Since the integrative method only works when there are multiple issues, and since most conflicts involve more than just one issue, this method is seen as the 'fairest' method of achieving success. An integrative method "refers to the potential for the parties interests to be combined in ways that create joint value" (Watkins, Rosegrant, 2001, p. 31).
Both parties in the conflict using an integrative method have a joint desire to come to an amicable solution. This is not necessarily true when using the positional method. The positional method is used when each party has its own position and...
To the extent an organization can embed or internalize these values is often a barometer or measure of how resilient they can also be in the face of rapid and turbulent change (Nguyen, Mohamed, 2011). The connection of conflict resolution and management is a catalyst of organizational stability, resilience, and it time of rapid change, agility in the face of disruptive forces reshaping their markets. That is why, from
Conflict Resolution in the Middle East History of the ARAB-ISRAELI conflict The Palestinian Arab and Jews rivalry is of recent origin that started on the eve of 20th century. Even though both of them have different religions the religious diversity is not considered to be the reasons of such rivalry. This is necessarily a struggle over the territory. The territory claimed by both the groups till 1948 was known as Palestine. However,
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
Conflict Resolution The profession of nurses is perhaps the most dynamic and the most complex as it is very difficult to draw the lines of duty. Almost all the patients challenge the nurses to look after them and yet so many see them as either enemies or friends (Martin Teising, 1997). This is particularly true for certified psychiatric nurse assistants and this is mainly because drawing lines of duty for the
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
One way to increase one's objectivity is to use authentic listening with other team members, which may give each individual team member the best opportunity to understand other's points-of-view. Authentic listening involves: closing your mouth, not predicting or judging the outcome of a conversation before entering it, keeping open body language, asking questions when information is unclear, trying to put oneself in the other's position, listening to what is
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