Conflict Management

          Part A

1. I-messages are messages used to express thoughts and emotions using a soft voice and without blaming others. A person who uses I-messages tends to show the effect of behavior in an honest way and the messages urges the other person to take responsibility and handles the issues at hand constructively.  I-message do not have conflict and argument but they are honesty and promotes cordial relationships (Khalsa, 2007). Example of I-message is “I am annoyed by your behaviors of spreading rumors about my relationship break-up”.  This message helps the other partner understand how   the offended person is feeling without creating a long-term relationship damage. On the other hand, you-message are used to attack, blame and criticize other people.  You-message are judgmental statements and allows other people to know themselves. They may lead to guilt feelings and hostility and the responsible person may fail to change the behaviors due lack of sense-worth (Khalsa, 2007).  Example of you-message include "you are very selfish".  The person is judged and blamed and the two people may develop a conflict and relationship damage.
2. Rehearsing prior to engaging in a real negotiation is beneficial in that decisions based on place and time of holding the negotiation will be made and this will prevent disagreement. People involved in the argument will list the pertinent facts, understand the organization rules and policies to avoid conflict and wasting time during the negotiation (Griffith, 2007). Rehearsing will also give the people a chance to set clear objectives, determine how to solve the unintended outcomes, conduct research on negotiation strategies and communication style.

 

3. A conversation is an informal discussion where people exchange ideas and interacts without setting intended outcomes. On the other hand, a sell-job is a persuasive speech where the speaker changes the mind of the listener and persuades him or her to agree to something (Shi, 2015).

 

Part B

Part 1

1. Empathetic response occurs when a person puts his partner's shoes when the partner is expressing his feelings and thoughts. The listener understands the thoughts and feelings and communicates back and shows concern so that the person may feel accepted in the caring atmosphere (ReVelle, 2004). Through empathetic response, both parties will reach solutions to the emotional problems. For example, a patient may tell his doctor that "My doctor is impolite and discourteous because he does not respect my views concerning my treatment. I feel uncomfortable, and I may need a new doctor". In this case, the doctor may provide an empathetic response by saying that "that is so sad and you need a friendly doctor."
2. Brainstorming is an innovative problem-solving tool. The brainstorming process occur in a group setting where people engages in creative discussion to develop possible solution toward the encountered problem. There is a facilitator whose role is to facilitate the brainstorming process (ReVelle, 2004). Also, there is another small group whose purpose is to pick the best ideas from the many diverse opinions that will be used to solve the problem.

 The ground rules include;   everyone should agree on the overall objectives, everyone should be treated equally through listening to each everyone's input.  People should act honestly and candidly and maintain a high level of confidentiality in solving the problem (ReVelle, 2004).  No personal bias should be allowed, and people should agree on voting if the consensus is needed.

 

Part 2

1. Process issues in negotiation occur when the people involved in the negotiation fails to agree on the objectives, and this leads to content issues since failure to come into an agreement raises differences on what to be done (Griffith, 2007). Thus, process elements include ideas, interest, alternatives, options, and communication whereas the content elements include different agendas and proposals, different concepts and ideas and compromises.

 

Part C

Part 1

 In the article, integrative negotiations, the first significant point is that it is essential to determine the general priorities and specific offer outcome in the integrative negotiation.  In other words, it is advisable to value the opponent's perspective to improve performance and to have active, integrative negotiations. Second, it is essential to have a negotiator training to achieve positive integrative outcomes (Moran & Ritov, 2007).  The negotiator will gain strategies, skills and fundamental guidelines required in the negotiation process.

 

Part 2

1. The causes of impasse are value differences- this occurs when people show the difference in ideology, lifestyle and respectful positions. Second is the distributive bargaining-this arise when the parties focus on money and resources making it difficult to have a zone of agreement (Fiedler, 2000) The third cause is the lack of human health and safety since a group may neglect other group's problems and interest and focus on positions.

 Strategies for resolving these issues include; adhering to rules and procedures to reach into an agreement, focus on common grounds, acknowledge other group’s feelings, set common expectations, build trust, and value different decision (Fiedler, 2000).

 

Part D

1. 1. Mediation is a process for conflict resolution where the parties are engaged in a productive conversation to express their interests and concerns. Mediation is cost-effective, and it promotes recognition, understanding, and self-empowerment. However, mediation is different from more formal settings such as litigation. The latter involves the use civil jussive system where the parties file a lawsuit, and the judge solves the disputes through a fair trial (Bercovitch, Jackson & Project Muse, 2009). Mediation is also a difference from arbitration since this involves the use of the arbitrator where he or she listens to the parties in meetings rooms.

 

2. 2. Mediation is appropriate when addressing issues related to civil nature such as family disputes, commercial transactions, and personal relationships. It is essential to use mediation since the mediator will solve the case within two days and the parties involved will get the chance to participate and to express their concerns to reach an agreement (Bercovitch, Jackson & Project Muse, 2009). However, mediation is inappropriate in solving cases of societal issues such as public policy, national security, and other problems that require findings and credibility.

 

3. Example of mediation ground rules include; disclosure of all relevant information, no personal attacks, no interruption when presenting ideas, no prejudice, equality, and  use of objective criteria to create solutions (Bercovitch, Jackson & Project Muse, 2009).  It is also important to follow the rules and guidelines of the mediator and speak up if any challenge arises.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Khalsa, S. N. S. (2007). Teaching discipline & self-respect: Effective strategies, anecdotes, and

lessons for successful classroom management. Thousand Oaks, CA: Corwin Press.

 

Griffith, D., Goodwin, C., & Goodwin, C. (2013). Conflict survival kit: Tools for resolving conflict at work.

Boston: Pearson.

 

Shi, Y. (2015). Emerging research on swarm intelligence and algorithm optimization. IGI

Global,

 

ReVelle, J. B. (2004). Quality essentials: A reference guide from A to Z. Milwaukee, Wisc: ASQ

Quality Press.

 

Fiedler, C. R. (2000). Making a difference: Advocacy competencies for special education

professionals. Boston: Allyn and Bacon.

 

Bercovitch, J., Jackson, R., & Project Muse. (2009). Conflict resolution in the twenty-first

century: Principles, methods, and approaches. Ann Arbor: University of Michigan Press.

 

Moran, S., & Ritov, I. (2007). Experience in integrative negotiations: What needs to be

learned?. Journal of Experimental Social Psychology, 43(1), 77-90.