Effective Conflict Resolution and Safety in Construction Sites

This report discusses conflict resolution in a construction setting, specifically addressing a dispute between two workers using a Boom Lift and another plastering walls. The resolution emphasizes compromise and prioritizing health and safety, ultimately deciding to complete bracket installation before plastering. The report uses Gibbs Reflective Cycle to analyze the conflict's root causes and potential solutions, stressing the importance of awareness and unbiased decision-making. It highlights the relevance of a code of conduct, emphasizing honesty and integrity in conflict resolution. Different leadership styles are considered, with compromise identified as a key tool for amicable settlements. The report also touches on the inevitability of change and the need to address hidden conflicts through questioning. The conclusion underscores the importance of behavior in determining safety levels, advocating for a positive environment to enhance workplace safety and health. Desklib offers similar solved assignments and resources for students.

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Conflict Resolution
Name:
Course
Professor’s name
University name
City, State
Date of submission

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Introduction
The conflict is about two workers who find it difficult to work together using a Boom Lift or a
bracket installation. Below the worker was another one who was plastering the walls and their
strategic positions was the reasons why they were conflicting. Compromise was needed to settle
the conflict with importance put on health and safety issues. It was agreed that the bracket
installation was to be completed first and later the plastering work should continue (Druckman
and Diehl, 2006).
In professional practice and development while settling a conflict, a person should appreciate and
practice the benefits of ensuring that there is good health and safety practice. As part of
professional developments, the person should ensure the importance of professional ethics and
contractual obligations. A person should also demonstrate a personal commitment to
development using lifelong learning (Friend and Kohn, 2007). Leadership should also be
demonstrated as a student of professional practice and development.
Reflective Model: Gibbs Reflective Cycle
In this I have used Gibbs Reflective cycle to determine the root cause of the problem and what to
do to the problem. In Gibbs cycle, four stages are involved, having an experience, reviewing the
experience, concluding from the experience and planning the next steps in the experience. The
problem was how to work together reducing conflicts while putting good safety and health issues
first (Report on client safety, Health Canada's Non-Insured Health Benefits Program, 2010).

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For above building and construction conflict situation, I had a brief understanding of the
description in the mentioned conflict situation while empathetically respecting the feelings of the
parties. I was tasked to make careful evaluation of the incident giving consideration to each
parties work at the site. After evaluation of the problem, I was tasked to analyze the situation as
fast as possible while giving much importance to health and safety. Importance of safety at the
work place is all I have been talking about and that is what I have been tasked to do. After much
reflection on the Gibbs model, my conclusion was to create awareness and not to be biased to
any particular party. If a situation of a kind happens again, the action plan would remain the
same relating to health and safety in the workplace that is the environment and the people.

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Code of conduct
The code of conduct is relevant in activities where skills is required. Health and safety
professionals owe primary loyalty to the people at risk by ensuring professional independence
while executing duties. Code of conduct requires absolute honesty, diligence and doing the right
thing. Non-compliance with the code of conduct may be investigated by the IOSH. Acting fairly,
being honest and a demonstration of integrity is key to confidence in a profession. In this case,
code of conduct was set to help the two workers know what is best in the profession
(Construction site safety, 2013). Solving conflicts using the code of conduct guidelines entails
honesty being put as part of the conflict resolution mechanism and that ensures that no party
feels aggrieved. In interpretation of facts , the two decided that one should allowed to finish his
work then the other to follow suite as part of health and safety procedures.
c) Team management & leadership
Clear leadership and team management must be demonstrated. There are different styles of
leadership which can be used, they include; transformational, charismatic, transactional,
narcissistic, authoritative and many more (Daft, 2011). The best leadership style scores the most
points in team management. When settling the conflict, I sat down with the two parties,
explained the situation on health and safety and settled the conflict amicably through
compromise as a tool. It is important to ensure that a leader is respected and not feared although
both are effective leadership management tools (Construction site safety, n.d.).

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d) Safety & Reflective Practitioner (IOSH)
on too many occasions, we see the parties most concerned about negotiating in terms of winning
or losing. When the parties request the mediation service, they are surprised that the mediator
explains to them that it is about finding the solution that is best for all involved and that the
important thing is that everyone wins. It is difficult to think that there is no winner and loser
when we are facing a process of family mediation, that everyone can listen and understand what
the other says and go from a winning and defeated "scheme", strong and weak, winner and loser,
to a plane of equality of conditions to speak, to be heard and to be valued in its pretensions.
Safety is all that I am concerned with right now (Pain, n.d.).
e) Making change happen
Change is inevitable. Everything depends on the way you want to resolve conflicts. If you
approach from the aggressive perspective you can get the victory but causing harm to others, and
if it is approached from the passive posture that will be harmed, it will possibly be you. Of
course, everything also depends on the nature of the conflict, the interests that are at stake, the
personality or principles of those involved, among many other factors (Burns, 2012
f) How to identify hidden conflicts & chronic problems
Conflict appears as the manifestation of a problem that needs a solution conducive to finding
alternatives that resolve and meet the needs of all those involved, in order to adopt a satisfactory,
durable and stable agreement for all.
g) By Questioning

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By questioning, I wanted to know what was right and what is wrong. The good thing is that
questions lead to answers that can be used to solve conflicts. If two parties ask each other
questions, then the question become the basis of solutions that are sort after.
(Daft, 2011).
Conclusion
While using the Gibbs reflective model, facts and opinions are involved in conflict resolution. I
actively listened and understood the intention behind the many issues that affect the work place
safety and health. Safety determined by behavior. When the behavior is good then safety also
increases while when the behavior is bad safety decreases. It is important to note that the
behavior is a product of the environment and the environment is determined by many other
factors. Safety and health increases when the behavior is good
References
Burns, J. (2012). Leadership. New York, NY: Open Road Integrated Media.
Construction site safety. (2013). Kings Lynn: CITB-ConstuctionSkills.
Construction site safety. (n.d.). .
Daft, R. (2011). Leadership. [Erscheinungsort nicht ermittelbar]: South Western Cengage

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learning.
Druckman, D. and Diehl, P. (2006). Conflict resolution. London: SAGE.
Friend, M. and Kohn, J. (2007). Fundamentals of occupational safety and health. Lanham:
Scarecrow.
Pain, S. (n.d.). Safety, Health and Environmental Auditing.
Report on client safety, Health Canada's Non-Insured Health Benefits Program. (2010). Ottawa:
Health Canada.