Conflict Resolution Model

1.

The type of conflict, in this case, is a conflict by discrimination at the workplace. Discrimination is an issue that is affecting almost every industry in the United States. Discriminating another person by race is wrong and not healthy in any sense (Furlong, 2010). Making another person feel less of a human being and more so less qualified in the workplace creates the possibility of hatred. This hatred will grow and prevent any growth and developments in the workplace.

2.

The model used is the Interests/Rights/Power Model. With this approach, the way to resolve an issue is heavily dependent on whether the conflicting parties disputed based on the rights, interest and or the power issue (Furlong, 2010). Interests can be the fears, wants, concerns and the needs which are in line with the position of the parties involved. A right is generally what is considered to be a moral justice and an action which is legitimate and fair. Rights in many cases are protected and recognized by the society and the general laws.

Power is popularly known as the ability to subject someone into performing some actions or activities which he or she would not have done. Power is exercised through the use of costs or threatening through aggressive means which force the minority party to submit.

3.

Reconciling involves the use of a stable ground to find a solution. Discovering the interest of each party is important to gather facts and a legal ground to assist in solving the matter at hand. The root concerns of each party are outlined including the possible solutions to the issue. Understanding that the rights of each party are necessary so as not to go against the rule of law on individual rights. Racism is wrong especially in the workplace, and both sides should understand that in real time (Gunia & Helzer, 2017). No one has power over the other, and in the case, there are conflicts of interests they should be leveled. The conflict was solved efficiently where each party agreed to respect each other.

4.

The lesson learned in this situation is that at no cost should a person be subjected to discrimination. Each person had the right to feel like part of the society and respected just like the others. In case a person has a personal interest in an issue that might arise into conflicts, it is always good to disregard the interest and respect the other to avoid making trouble (Adair et al., 2013). The model was the best since it allowed the conflict to be resolved efficiently and using the best means possible to settle the dispute.

5.

On the model, there are minimal changes needed to reflect on the outcomes. Just like the law is clear that everyone has the right to be free and act however he or she likes so long as it does not affect other people same case with the model (Furlong, 2010). Changes are required in the case where the interest of a person makes him, or she feels more powerful and acts according to his wishes even if it hurts others.

6.

Questions include if the model was the best to apply in a case of discrimination by race. If the issue of race played a lesser role in the conflict, should the model be used to settle an issue like being selfish which ultimately causes conflict to arise?

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Adair, W. L., Taylor, M., Chu, J., Ethier, N., Xiong, T., Okumura, T., & Brett, J. (2013). Effective influence in negotiation: The role of culture and framing. International Studies of Management & Organization, 43(4), 6-25.

Furlong, G. T. (2010). The conflict resolution toolbox: Models and maps for analyzing, diagnosing, and resolving conflict. John Wiley & Sons.

Gunia, B., & Helzer, E. (2017). The Rights-Focused, Interests-Focused Disputant: Empathy Gaps in Disputing Strategy.