Conflict and Resolution (2)

7/29/2019 Conflict and Resolution (2)

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CONFLICT ANDRESOLUTION

Prepared by :

Wei ZhuangAliahFaiiz

SyamilaDiyanah


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TASK 1

Which one of the four scenario is aconflict?

4th situationWhy is it so?

Involves two parties (Jeanine and Todd)

Todd disagrees on Jeanines way ofcarrying out her job

Struggling with each other to fulfill sub-

team needs


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How is it different fromthe other three?

The other three are problems

1st situation

Having difficulty in choosing the jobs offers

A problem that will eventually be solvedwith time

Has to choose one before the deadline ofthe job offer

He will be happy with either decision at themoment

Possible undercurrent in the future


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What kind (level) ofconflict is it?

4th situation

Interpersonal Conflict (Micro-level)

A disagreement between two individualsor subgroups of an organizationinvolving significant resentment anddiscontent.


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TASK 2

With reference to the scenarioidentified, explain the 6 parts of the

conflict structure.

INTERDEPENDENCY

Are Jon and Donna dependent on eachother?

Yes

Each party needs the other to stop


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NUMBER OF INTERESTED PARTIES

How many distinct have an interest in

how the conflict is resolved?Four parties are involved: Jon, Donna,

Edna & co-workers

Jon & Donna ( main interested parties ) Both of them want a win-win situation

Edna

She wants a peace situation


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CONSTITUENT REPRESENTATION

Is there any powerful parties indirectly involvein the conflict?

Edna (The manager)

Holds responsibility to manage departmentswelfare to improve job performance and

productivity

Has the power to carry out conflictresolutions such as mediation or arbitration


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NEGOTIATOR AUTHORITY

Who has the authority to negotiate on

behalf of the parties interests ?Jon and Donna

Have high authority to negotiate in theconflict since they are directly involved inthe conflict

They are the ones involve in theconflict, the only people that can


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CRITICAL URGENCY

Is it absolutely necessary that a solutionbe found in a short time to prevent adisaster?

No, it is not necessary

Does not have a macro-level effect

Eg: Company profits going down

Micro-level effect only

-


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COMMUNICATION CHANNELS

Real-time dialogue produces better solutions

Can they communicate face to face?

Yes, they can.

Both are working in the same office andshare common working hours


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IS THERE A THIRD PARTY?

Third party- A person or group besides

the two primarily involved in a situation,esp. a dispute

Edna (the manager)

Was informed of the conflict

Holds responsibility to manage herdepartment well as the conflict affects everyone of her co-workers job performance

Co-workers


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a eam mem erswere themselves heads of

departments or work units?

The team members would havehigher the authority to help resolvethe conflict

Eligible mediators and arbitrators

They are able to voice out theiropinions and share out more ideas

on resolving the conflict effectively


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Karen approached the

conflict on her team?Yes, it would change how Karenapproaches the conflict on her team

Karen can now collaborate andcooperate with various parties

including Jeanine and Todd to get thebest and fastest solution to theconflict


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to prevent the crisis thatnow threatens the survival

of her team?Resolutions:

Call other sub-teams to help out the

research marketing team Send out field agents to conduct survey on

market sample

Make frequent calls and wider call range to

successfully conduct research

Change market sample to people whoare easily available to be researched

upon


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,norms, and shared expectations that wouldhave enabled members of her team to deal

constructively with their differences? Establish ground rules when discussing certain issues Create a space of tolerance and respect in which

members can settle their differences

Ground rules examples

Each side will take turns speaking, and each one will get anequal amount of time to speak

Refrain from name-calling

Not to blame the other person, speak for the other person,or speculate about their motives; accept that you do notknow the other person's intent.

Practice active listening

Remain focused on what people saying

Encoura e the other erson to elaborate on what the 're


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Practice Empathy

Create a habit of understanding other peoples feelings, experience,job complication, POV and etc

Encourage expression of views

Have the ability to inform others

what they're experiencing

what their desires are

what's important to them

how they feel.

Set policy of reaching Win-win situations on every conflict

Identify each side's interests

Come up with creative ways to satisfy them


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THE END

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Conflict and Resolution (2)