Conflict And Negotiation Situations Report

Running head: CONFLICT AND NEGOTIATION
CONFLICT AND NEGOTIATION
Name of the Student
Name of the University
Author Note

CONFLICT AND NEGOTIATION1
Task 1
Analysis
1. Conflict background
The background of this conflict situation was explored on the basis of the situations that
have contributed to the conflict that has emerged. Belbin’s team roles can be considered for the
effective analysis of the conflict situation that was created. According to this theory, various
team roles determine the functional effectiveness of people at workplaces. There are nine
important team roles that the theory elaborates. These are resource investigator, team worker, co-
ordinator, plant, monitor evaluator, specialist, shaper, implementer and finisher (Ruch et al.
2018). The role that Aoife took was that of a resource investigator. However, she took a big
responsibility but was unable to carry it out effectively. The roles are defined as the tendencies to
behave. They are important in developing stronger vales for an assigned work. But the weakness
she displayed led to the development of the conflict. She showed one of the most important
weaknesses concerning the role. This was showing initial interest while losing interest in the
later phase. The mental state of Aoife needed to be analysed. Moreover, the competencies of the
other team members needed to be explored.
2. Analysis of the various parties
In order to analyse the various parties, the Debono six thinking hats model can be used.
To analyse the position of the different parties. According to the theory of six hats the brain can
be challenged in six ways before making any logical decisions. There are the six hats
corresponding to the six colours of blue, white, red, black, yellow and green. Blue stands for big
picture and depends on the CAF and FIP technique. White depends on facts and information and
is based on the technique of information. Red stands for feelings and emotions and is affected by
emotions and ego. Black stands for critical judgement and is affected by PMI and evaluation.
Yellow stands for positivity and is affected by PMI (Karabeleski and Avdic 2018). Lastly, Green
stands for new ideas and is determined by concept challenges. Hats are used in sequences to
determine the effectiveness of group discussion. The analysis of Aoibhinn and Adam proves that
they were part of the decision making process involving the blue, white, green, blue decision
making system while they were creating the job functions. However, they do not implement
anything solving the problem involving the same method. This leads to a significant distance
being created between the various parties. Here, it can also be seen that Aoife is reluctant to
speak about her problems to her peers or the management. She is unwilling to negotiate any
terms. However, at the same time she is also not handling her responsibilities properly. She is
clearly avoiding communicating about her issues.
3. Causes of the conflict
The major causes of conflicts are the reluctance of Aoibhinn and Adam to confront Aoife
and Aoife’s inability to manage her personal issues. These are the main causes as they led to the
ineffectiveness of the organizing process for the day trip. Aoife is clearly facing some personal,
health or family issues that are causing her to lose focus on work. It can be said that the
development of the team was not done properly. This led to the aggravation of the conflict.
When Belbin’s team roles are considered, it can be said that Aoife took the role of the resource
investigator. And both Aoibhinn and Adam were the implementers. While Aoibhinn and Adam

CONFLICT AND NEGOTIATION2
were disciplined and focused towards the ideals, Aoife later lost interest in the entire endeavour.
There was a significant need for someone to take the role of the implementer and coordinator.
However, the significance of the roles were lost due to the inability to take proper decisions. This
is a major issue as further delay to the assigned tasks are creating more difficulties in arranging
the day out for the employees.
4. Full analysis of the dynamics and patterns
It can be seen that the dynamics that are emerging are concerning the lack of
confrontational behaviour that is shown by all the involved parties. Aoibhinn and Adam are not
being able to confront Aoife about her recent behaviour that is causing delay in completing the
assigned task. The de Bono thinking hats can be again utilized here to understand the dynamics
that ensued. There was a significant need to implement more of the red, black and yellow hats in
this process (De Bono 2017). Thus, importance needed to be provided to feelings, emotions,
critical judgement and positive thinking. However due to the lack of interest especially among
Aoife, this was jeopardized. Blue hats were not used to begin and end the sequences giving more
room for discomfort and conflict development. Conflict management rests on proper
communication and careful confrontation. However, in this case it can be said that these are
missing from the beginning. Aoife makes matters worse after she engages in conflict with her
other two colleagues. Confrontation avoidance is a clear pattern that is emerging. This is
resulting in a major failure of effective communication processes. Hence, it is important to
address all the mental, physical or emotional issues that are limiting the performance of Aoife.
Evaluation
5. Providing Daniel with summary of options
There are various options that are present before the managing director, Daniel. It is
important that conflict management and conflict resolution are both utilized to handle the matter.
However, the important differences between the two need to be acknowledge and considered.
Conflict management is used whenever conflict exists however it is controlled in a way that
reduces its potential as a problem. Conflict resolution is providing a solution to the conflict that
has emerged. Here, it is important that conflict management is utilized as clearly there are some
personal problems with Aoife that are outside the scope of the organizational management. The
problems hence need to be managed more effectively by engaging with the main problem. Aoife
can be given some days off to settle her issues. Some of the responsibilities can be taken from
her. A conflict resolution can be removing Aoife from the team and relieving her from the
problems. Colleagues of Aoife who are closer to her can be approached to help in resolving the
matter. However, it can be said that conflict management is still a better option than conflict
resolution.
Recommendations
6. Detailed explanation of methods
There can be various methods of managing the conflict that can be used. Closed door
meetings involving the three main members and Daniel can take place. This can help to manage
the conflict in a more polite way. The HR can be involved and Aoife can be given strict
communication in regards to the way she is handling her important responsibilities. Aoife can be
approached directly by Daniel in a more personal manner and the possible issues can be
discussed with her. Effective communication is important in developing a better understanding
of the viewpoints of all the people involved. Avoiding conflict and providing a smoother