Conflict Resolution and Mediation Essay

be differences in opinions which inevitably lead to dis view asments. contravention exists in families, in the workplace, in churches and schools, in sports, amid neighbors and between countries. bout is specify as an expressed struggle between at least deuce interdependent parties who perceive incompatible goals, scarce resources, and interference from an some other(prenominal)(prenominal)s in achieving their goals. (Wilmot and Hocker, 2001, p. 11). When there atomic number 18 differences in individual values, motivations, ideas and perceptions, disputes arise. How individuals deal with affair depends on ain history, family background and other influences over integritys lifetime. Gender as well as culture influence behavior and perceptions and play an fundamental role in impinge answer. Traditionally, bout has been viewed as a mischievous force which was best pass overd by avoiding, ignoring, or silencing it. in that location is a developing body of literature on the bring ins of effective contravention management.Healthy conflict is now viewed as a necessary broker in organisational success. The cogency to deal effectively with conflict is critical to creating reproductive relationships. Although almost people continue to view conflict negatively, it is a necessary component part to creativity and results in healthier relationships. at that place argon two kinds of conflict, positive and destructive. Constructive conflict should be encouraged because it leads to creative thinking and growth. It results in high performing organizations and to enhanced relationships. Destructive conflict should be eliminated or dealt with immediately. It is costly and does non promote positive individualal or organisational development. Communication is a key ingredient in conflict final result. in that respect are various tools available to resolve conflict. They include legal remedies, arbitration as well as inter mediation. Conflict dis solvent skills are permittered and when applied, result in improved relationships. Defining Conflict there is an segment of conflict in almost all relationships. Conflict has excessively been specify as a amicable problem in which two or to a greater extent mortals, families, parties, communities, or districts are in disagreement with each other ( Dzurgba, 2006). It occurs on an intrapersonal as well as an interpersonal level. If left unmanaged, conflict grass lead to hostility, anger, alienation, war, inefficiency, expensive mistakes, legal battles as well as physical violence. on that point are five main conflict resolve styles that individuals use depending on the situation. They areAvoiding the Conflict By avoiding the conflict, one or more parties pretend there is no problem. Some ex axerophtholles of avoiding include feign nothing is wrong, shutting d suffer or stonewalling. Accommodating One troupe agrees to reconcile the others request usually for the sak e of memory the peace. This gouge lead to resentment. Competitive One party stands his/her ground and competes to apprehend a win. In the short run, one party wins, notwithstanding can lead to serious issues massive term. Compromising Both parties willingly go into into a negotiation where each gets something out of the other, but neither gets everything they want. unremarkably the parties negotiate on the bigger issues where they piss common ground and let go of minor issues. Collaboration Both parties enter into meaningful negotiations towards a win-win solution. This style takes the most courage and involves listening to the other party and thinking creatively to resolve the problem without compromising. This is the most successful and admired and view style.Conflict answerConflict resolution and mediation leads to the reduction of the conflict. effectively addressing conflict leads to an improvement of relationships and to greater organizational and personal effec tiveness. Conflict resolution entails managing stress, managing anger and managing face. When managed well, conflict can be a catalyst for asylum and creativity, leading to organizational learning. Conflict provides an opportunity for the best ideas to be divided to improve a situation or a process. Left unmanaged, conflict can puddle expensive legal consequences as others seek litigation to resolve the conflict. In organizations, it can lead to employee dissatisfaction, expensive turnover, decreased productivity and expensive errors. In families, unmanaged conflict can lead to violence, family dysfunction and divorce.Types of ConflictThere are five types of conflicts, namely relationship, data, interest, structural and value. race ConflictsRelationship conflicts are personal and result from misperceptions, mis discourse, stereotypes, negative behavior and rumors. It affects the relationship between two people, but can jounce others at heart the team. Work environments be of employees from diverse backgrounds with very different value constitutions. There are cultural, sexuality and generational differences which contribute to relationship conflicts. As a result, miscommunication occurs because of differences in meaning, norms of communication and behavioral expectations. What is perceived as an ordinary conversation in one culture may be considered rude and intrusive by another culture. Spouses often have relationship conflicts that lead to divorce if unresolved. entropy ConflictsData conflicts often occur when two or more individuals are construe data otherwise. This can lead to wrong decisivenesss, but can also lead to major disagreements. The budget conflicts which have let to the sequestration are an example of data conflicts. The Republicans and the populists are interpreting the budget numbers differently and coming to very different conclusions regarding what the numbers mean. As a result, they cannot agree on a budget.Interest Confli ctsInterest conflicts occur when one person is trying to take advantage of another person. This may happen if an employee starts a company that provides the same services as his/her employer. Interest conflicts occur when the head is dating an employee because that may introduce favoritism and may negatively involve other employees.Structural ConflictsA structural conflict is created by the organization. It is not subjective and is not created by peoples viewpoints or perceptions, but rather by limited resources or changes that the people involved have very little control over. An example of a structural conflict is a company that has nodes across the world, but only has a customer service center in Ohio. The sales force would like to have all customers served promptly regardless of location, but the service center has repair hours. The company either has to create 24 hour shifts to accommodate its customers or open centers in other countries.Value ConflictsValue conflicts ar e differences in personal beliefs, preferences or priorities. This occurs between two people or within groups of people. Cultural differences usual result in different value systems which can lead to conflict. Examples of value conflicts in interpersonal relations can be a person who likes meat verses someone who is vegetarian, or, a liberal Democrat verses a conservative Republican. Each individual develops a value system ground on culture, personality and the society they grow up in. There is no right or wrong in value systems, fitting a difference in opinion. Value conflicts are subjective because they are based on how people feel about each other or the situation. They are very difficult to effectively resolve.Intrapersonal and Interpersonal forcefulness force play plays a critical role in interpersonal and intrapersonal conflicts and disputes. There are many forms of ability. The role of tycoon in a conflict intensifies as the balance of agent shifts. In the work environm ent, the designer unstableness often exacerbates a conflict and often leads to resentment or anger. Power imbalance changes the communication styles used by the parties in a conflict. In conflict or dispute, one or more types of power may be used by the parties in the attempt to resolve the conflict. hoi polloi in a high power position may not use their power to influence a decision out of guilt. In a conflict, one party usually be possessed ofes more power than the other. very or perceived power imbalances make it difficult to resolve a conflict to everyones satisfaction. Power can be structural or personal. The extent to which one party can impose their will on another affects how the dispute is resolved. Power property depends on the value rigid on particular resources by the other party in the relationship. If one has what others fate, they are in a powerful position and have more power currency. As needs change, the power currency may be more of less valuable. Just like actual currency, the value of the currency fluctuates and is situational. Interpersonal power currencies are1. Resource control Often associated with a position within an organization and can include financial, information, equipment and rules and regulations. When a citizen visits the friendly security office to get disability benefits, the government holds the power for the decision to approve or not approve the benefits. The citizen has very little power and the government has the resources. 2. Interpersonal linkages This is associated with someones position in the larger system. This is highly dependent on who you know and the relationships one has to make things happen. The depositary of State is in a position to resolve the Mid-east conflict based on the interpersonal linkages he/she has with both Israel and Egypt. 3. Communication skills Listening skills, lead skills and the ability to effectively communicate is a power currency. Preachers have the ability to communicate a message to their congregation and get them to rally well-nigh a particular issue.They are often called upon to mediate disputes because of their ability to listen, be empathetic to both parties and effectively communicate both viewpoints and negotiate a resolution. 4. Expertise skills When one has a special skill or experience that others find valuable, he is in a position of influence. A pilot, a surgeon or a car mechanic all possess special skills that put them in power positions during certain disputes. Power imbalances disproportionally benefit the powerful party. Power generally falls into three categories, designated power, distributive power and integrative power. Designated power is often referred to as positional power and is as a result of a position or office held. A parent, manager, teacher or policeman has power that keep downs from their position. Distributive power is the power over or against the other party (Wilmot & Hocker, 2001, p. 103). Integrative or both /and power comes from two parties working together to achieve a mutually beneficial goal. This power differential has a significant impact on the substance and the process to resolve the conflict. When applied appropriately constructive use of power solves problems, enhances relationships, and balances power (Wilmot & Hocker, 2011, p. 103).Forgiveness and rapprochementThere is a growing body of literature on forgiveness and propitiation. disparate field such as social and developmental psychology, anthropology, political sciences, godliness and legal studies have all been conducting research on forgiveness and reconciliation. There are many definitions of forgiveness. Forgiveness and reconciliation often follow other efforts to resolve a conflict and heal the relationship. As such, forgiveness is highly personal and emotional. Kornfield defined it as follows Forgiveness is the hearts cognitive content to release its grasp on the pains of the past and free itself to go on ( Kornfield, 2001, p.236). As shown in Figure 1, there is a rise of events that lead to reconciliation.The Forgiveness & Reconciliation Cycle for stiff Conflict ResolutionFigure 1Forgiveness is a key ingredient essential for reconciliation and conflict resolution. It is recognized in religion and social science literature as an important element in heal conflicts. For healing to occur and normal trusting relationships to be formed, both sides need to stop blaming each other and move past the conflict. An apology is a catalyst and a key ingredient leading to forgiveness and reconciliation, and last to conflict resolution. While conflict resolution is focused on firmness substantive issues in a dispute, reconciliation focuses on addressing personal and relative issues and restoring relationships. William Faulkner was quoted by journalist Bill Moyers as takeing Forgiveness is swelled up the idea of a better past (Wilmot and Hocker, 2011, p. 297). Forgiveness is touch with hea ling the hurt, disappointments and sins of the past, and improving relationships in the future(a).Mediation and Organizational Conflict ResolutionA mediator is defined as a neutral terzetto party who has no decision-making power regarding the outcome of the mediation (Abigail & Cahn, 2011, p. 197). The advantages of mediation are 1. Cost Mediation is much(prenominal) less expensive than the selection of either having the situation go unresolved or resolve lawfully 2. Flexibility Mediation can be conducted anywhere as tenacious as it is neutral ground. 3. Informal It can be adapted to accommodate cultural, personal, structural and other differences. 4. soundness  Mediated solutions tend to last because the parties come to a mutually agreed solution. 5. Preserves Relationships Parties tend to have stronger long term relationships because they feel they were heard and have the others commitment. Effective organizations have mediation as part of the conflict resolution process. This is an effective way to resolve conflicts while both parties maintain control and ownership of the issues.ConclusionEffective conflict resolution is important to building productive relationships. The importance of conflict resolution has been reinforced by the disparate fields focused on studying the subject. Organizations must provide the right grammatical construction for effective conflict resolution to be effective. Effective conflict resolution requires a health balance of power and promotes a health organizational culture. When all stakeholders have a voice, decision making is enhanced, engagement improves, and mental hospital increases. Maintaining a balance of power should be a high precedency for any organization to be competitive and reach maximum productivity. conversion is a consideration when creating conflict resolution processes. Gender, ethnicity and culture have to be considered to create an effective process. Although power is complex and maintai ning a balance of power is fraught with difficulty, process design, effective communication, and a culture that encourages open chat will ensure that all parties effectively negotiate in their own interest to bring about fair outcomes.Archbishop Desmond Tutu who chaired the Truth and Reconciliation Commission (TRC) said that there can be no future without forgiveness. Forgiveness is an intrapersonal as well as an interpersonal activity. exonerative someone can be done with or without the other persons consent, making it a relatively easy process intrapersonal. It is much more complicated interpersonally since it requires another party to either apologize, or don an apology and forgive. As research is finding, Apology and forgiveness have the potency to foster reconciliation and encourage peaceful coexistence among groups and nations (Asby et al, 2010, p. 25). Conflict should be inured as an essential ingredient for healthy relationships both at sign and at work. In health care organizations such as MaineGeneral Health, empowering employees with skills to handle conflict was critical to creating a culture where employees felt comfortable disquisition up (Bullock, 2011, p. 82). By speaking up, the hospital was able to avoid medical errors.ReferencesAbigail, R. A.., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston Allyn and Bacon. ISBN 9780205685561 Ashy, M., Mercurio, A. E., & Malley-Morrison, K. (2010, March). Apology, forgiveness, and reconciliation An ecological world view. Individual Differences Research 8 (1), 17-26 http//proxy1.ncu.edu/login? uniform resource locator=http//search.ebscohost.com/login.aspx? count on=true&db=psyh&AN=2010-05622-003& direct=ehost-live Bullock, S. (2011, July/August). Empowering supply with communication. Healthcare Executive 26 (4), 80-82 http//search.proquest.com.proxy1.ncu.edu/docview/875635837?accountid=28180 Chetkow-Yanoov, B. (1997). Social work approaches to conflict resolution Making fighting obsolete. Binghampton, NY Haworth. Deutsch, M., & Coleman, P. T. (Eds). (2006). Handbook of conflict resolution (2nd ed.). San Francisco Jossey-Bass. Dingwall, R., & Miller, G. (2002). Lessons from brief therapy? Some interactional suggestions for family mediators. Conflict Resolution Quarterly, 19, 269-287. Dubler, N. N., & Liebman, C. B. (2004). Bioethics mediation A guide to shaping shared solutions. New York United infirmary Fund. Eddy, W. A. (2003). High conflict personalities Understanding and resolving their costly disputes. San Diego, CA William A. Eddy. Eller, J. (2004). Effective group facilitation in education How to energize meetings and manage difficult groups. gigabyte Oaks, CA Sage. Lee, J. (2010, July). Perceived power imbalance and customer dissatisfaction. Service Industries ledger doi10.1080/02642060802298384 30 (7), 1113-1137 http//www.tandfonline.com.proxy1.ncu.edu/doi/abs/10.1080/02642060802298384 Maroney, T. A. (2009). Un learning fear of out-group others. Law and Contemporary Problems Journal. 72(2), 83-88. Sloan, W. M. (2011, March). What did you say? Curtail conflict with effective communication. Education Update 53 (3), 3-5 http//proxy1.ncu.edu/login?url=http//search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=58834574&site=ehost-live Wilmot, W., & Hocker, J.