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Conflict Resolution PaperConflict resolution is a process that helps people resolve disagreements and disputes in a professional manner. It is a skill that is vital in the workplace and can help improve relationships online custom writing services coworkers.Conflicts are a natural part of teamwork and they can occur in any environment where there are teams. It is important to be able to manage these conflicts in order to achieve peak team performance.1. Identify the IssueIn conflict resolution, it is important to identify the issue that has occurred. This can be done by asking participants to describe the problem and their desired outcome. It is also important to make sure that participants are respectful towards each other. This can be accomplished by using active listening techniques, such as focusing on the speaker, staying quiet during their speech, and understanding how they phrase their words.It is also important to determine the underlying need that is being served by each person's position. Often, groups will spend time bargaining over their positions Professional Paper worksheet assignment how different solutions would meet these needs. This can lead to a situation in which no one is satisfied with the outcome.This can be resolved by discovering the needs that are being met and then creating solutions that will serve these needs. This can be a difficult task, but it is essential in resolving conflicts. The American Management Association (link is external) provides a variety of free tools and resources for conflict resolution, including questionnaires, activities, assessments, and educational handouts.2. Analyze the SituationConflict resolution requires a great deal of thought and planning. There are many ways to approach the issue and each one has its own set of advantages and disadvantages. The first step is to understand the conflicting parties. This is accomplished by honest communication and a willingness to compromise.Individuals tend to respond in various ways when a conflict arises, and it is important to know what those reactions are so that you can better resolve the issue. The Thomas-Kilmann Model identifies five common reaction patterns, including avoidant, assertive, competitive, accommodating and dominating.The competing or dominating conflict style NR439 Week 3 advocating one’s own interests over those of the other party. This behavior often leads to aggressive perceptions of the disagreement and may escalate into a full-fledged dispute (Lacity & Willcocks, 2017). The accommodating conflict resolution strategy involves doing everything possible to satisfy another conflict participant’s interests in order to move past the disagreement. This strategy has been found to be effective in certain instances, but it is not guaranteed to be successful in all cases (Lacity & Willcocks, 2007). The avoiding conflict resolution strategy involves not addressing the issue or ignoring it and expecting the problem to resolve itself.3. Develop a StrategyOnce you have analyzed the situation, you can start developing a strategy. This can be done in a variety of ways. One option is to simply brainstorm with the people involved in the conflict. Another option is to have a mediator who will listen to both sides of the story and come up with a solution.Whatever approach you choose, it is important to be consistent with it. This will help ensure that the process moves forward smoothly and that all parties are satisfied NR 447 Week 3 Conflict Resolution Paper the results.It is also important to determine follow-up steps. For example, you may want to have a meeting in two weeks to see how things are progressing. This will allow you to monitor progress and make necessary adjustments. You may also want to consider hiring a consultant to help you with the process. These professionals are specially trained in conflict resolution and can offer additional insight into the problem.4. Implement the StrategyIt's essential to develop a conflict resolution strategy that fits the situation. Different strategies are effective at different times and in different situations. For example, a collaborative strategy can work well when there are issues involving values and intense emotions. However, an assertive strategy may be more effective if the issue involves power and money.When implementing your strategy, it's important to listen closely to the disputants. Use open-ended questions to give them the chance to express their views. Listen with a tone of interest and avoid criticism. Use words like "uh huh" and "OK" to show that you're listening and understand their point of view.Also, consider incorporating the principles of negotiation into your approach to conflict resolution. By exploring the interests underlying parties' positions and determining their best alternative to a negotiated agreement, or BATNA, you can find solutions that satisfy everyone involved. Also, by creating an open line of communication between the two parties after a solution has been found, you can help prevent future conflicts from arising.