In the following scenarios, suggest the appropriate conflict resolution style(s). Explain your rationale for the choice and the anticipated outcome. Laura has planned to take a day off this week. Her supervisor Tara noticed that work demands will be high on the day of her request. She wants Laura to reschedule her day off with the promise to allow her flex time and leave as soon as the job is accomplished.
Answer: The appropriate conflict resolution method, in this case, is compromise resolution style.
Both of them have to bend a little for them to achieve their overall objectives. In a compromise, each party to the conflict is willing to give up something (‘5 Stages of Conflict Process: How it Work in Organization,’ n.d.). This is about coming up with a resolution that would be acceptable to both parties. Laura should be willing to sacrifice her day off request and choose another time as long as her supervisor is ready to flex time and allow her to leave the office as soon as she completed her task for the said date she initially chosen.
Two talented but aggressive teammates want to show off their skills during a project meeting. One wants to take credit for the work he has done and the other tries to advance his ideas front and center. The team leader wants these two to work together well.
Answer: The appropriate conflict resolution method, in this case, is the competition resolution style. Both of them are trying to prove to their team that they are better than each other.
In competition, one person seeks to satisfy his or her interests regardless of the impact on the other parties to the conflict. The aggressive individual aims to instill pressure on the other parties to achieve a goal (‘5 Stages of Conflict Process: How it Work in Organization,’ n.d.). However, for both of them to work together well to deliver the project, they will have to bring in an element of collaboration in their approach.
In collaboration, both parties intend to solve the problem at hand by clarifying differences rather than by accommodating various points of view (‘5 Stages of Conflict Process: How it Work in Organization,’ n.d.). The two of them should be ready to put more effort to dig into the issue at hand to identify their expectations and the needs of each one of them without removing their respective interests from the entire project. A company picnic is being planned. Two subgroups are tasked to come up with a fun and enjoyable program for the employees and their families. One group has its own set of group activities while the other group leans more toward individual participation. At a recent communication meeting, the two groups have expressed their desire to work together.
Answer: The appropriate conflict resolution method, in this case, is a collaboration resolution style. In collaboration, both parties intend to solve the problem at hand by clarifying differences rather than by accommodating various points of view (‘5 Stages of Conflict Process: How it Work in Organization,’ n.d.). For the two groups to have expressed their desire to work together, their objectives are to find a win-win solution to the problem in which both of them get what they want. In this case, no one gives up what is personally important, and every party gains something from the exchange (‘Conflict Management,’ n.d.). They will ensure that both groups’ ideas and activities for the event are implemented. Responding to the rumor mill, Mary confronted Alyssa at a coffee break for spreading lies about her love life. Mary was relentless and fuming mad about the situation. Entering the cafeteria, coworker Latisha witnessed the entire argument.
Answer: The appropriate conflict resolution method, in this case, is avoidance resolution style. In avoidance, the other party is exhibiting this style just to ignore the conflict altogether (‘Conflict Management,’ n.d.). Even though Mary was relentless and fuming mad about the situation, there is withdrawal from the conflict on the part of Alyssa. A coworker, Latisha, witnessed the entire argument and it was not reported that Alyssa was defending her position or trying to use any means to fuel the situation further. She is likely trying to be ignoring the conflict with a desire to suppress it based on the heavy allegation that Mary put against her. She is using the strategy of silence is the best answer for a fool. Her silence is simply the avoidance strategy. Mario who works as a front-line employee in a packing company is one of the most reliable in the group. One day, he received a phone call from his wife informing him that the babysitter for their two sons fell sick. He would have to come home because the wife must leave for work within the next hour. The line is short-staffed and supervisor Mark wants Mario to complete his duties.
Answer: The appropriate conflict resolution style, in this case, is accommodation resolution style. Mario is one of the most reliable front-line staff in his organization and from the information at our disposal, they are short-staffed for that day and his supervisor wants him to complete his duties probably to avoid performance issues with their customers. Accommodation involves having to deal with the problem with an element of self-sacrifice; an individual sets aside his concerns to maintain peace in the situation (‘5 Stages of Conflict Process: How it Work in Organization,’ n.d.). Since Mario is already at work, it will not be good for him to leave abruptly because there might not be a replacement for him at work. The wife can sacrifice her time and call her supervisor that she will be a little late to work. She will have to wait for her husband to come back home before leaving for the office. She can plead with one of her colleagues to take her shift for the time being. In a situation like this, Mario will have to yield to what his job demands want for that day, displaying a form of selflessness (‘5 Stages of Conflict Process: How it Work in Organization,’ n.d.).
5 Stages of Conflict Process: How it Work in Organization. (n.d.). Retrieved from https://iedunote.com/5-stages-conflict-process
Conflict Management. (n.d.). Retrieved from https://saylordotorg.github.io/text_human-relations/s13-03-conflict-management.html
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