Conflict Resolution

Conflict management is the utilization of strategies to determine conflicts or control the degree of strife. Compromise methods incorporate working with gatherings for the clashing parties to recognize the issue, examine goals and make superordinate objectives that require collaboration from clashing parties.

Conflict resolution techniques are methods that can be used to manage and resolve disputes or disagreements between individuals or groups. Here are some common conflict resolution techniques:

1. Active Listening: This involves giving full attention to what the other person is saying and acknowledging their perspective. It is important to avoid interrupting or judging the other person.
2. Collaboration: Collaboration involves working together to come up with a solution that satisfies both parties' needs. This technique requires open communication, flexibility, and a willingness to compromise.
3. Compromise: Compromise involves finding a middle ground that both parties can agree on. Each party must give up something in order to reach a solution.
4. Mediation: Mediation involves bringing in a neutral third party to help facilitate communication and negotiation between the parties. The mediator helps identify common goals and assists in finding a mutually agreeable solution.
5. Negotiation: Negotiation involves a give-and-take process where each party makes concessions to reach a solution. This technique requires good communication skills and the ability to find creative solutions.
6. Assertiveness: Assertiveness involves expressing one's own needs and opinions in a clear and respectful manner. It is important to listen to the other person's perspective and try to find a solution that meets both parties' needs.
7. Avoidance: Avoidance involves temporarily putting the conflict aside to allow emotions to cool down and to gather more information. This technique is not recommended for long-term conflicts as it does not address the underlying issues.

Case Study:

Janey worked as an executive assistant to a product manager at her company. Overall, she loved her job; she was happy to work with a company that provided great benefits, and she and found enjoyment in her day-to-day work. She had the same product manager boss for years, but last year, her manager left Recently her new manager has been treating her unfairly and showcasing bullying behavior.

One day, Janey came into work, and her boss decided to use their power as her manager and her “superior” to demand that she stay late to cover for him, correct reports that he had made mistakes on, and would not pay her overtime.

Over subsequent days, her boss consistently would make comments about her performance, even though she had always had good remarks on reviews, and created a very negative work environment. The next time she was asked to stay late, she complied for fear of losing her job or having other negative impacts on her job. Janey’s situation was not ideal, but she didn’t feel she had a choice.

Questions

1. What negative consequences are apparent in this situation and other situations where power is not balanced in the workplace?
2. What steps should Janey take do to counteract the power struggle that is occurring with her new manager?
3. Should Jenny Report to Senior Management about the ill use of Power by the new Manager?
4. Which Strategy from above Should HR Manager at organization implement to resolve conflict among Jenny and her new boss?

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