Mediation and Conflict Management: Strategies and Approaches

This report discusses conflict management and mediation strategies and approaches. It covers identifying past conflicts, evaluating conflict resolution strategies, discussing mediation and conflict management approaches, identifying three ways in which problems could be mediated, and describing steps taken in similar situations. The subject is conflict management, and the course code and college/university are not mentioned.

Mediation and Conflict
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Identifying the past conflicts along with cause of conflict.........................................................3
Evaluating the conflict resolution strategies:..............................................................................4
Discussing mediation and one conflict management approach..................................................5
Identifying the three ways in which problem could be mediated...............................................5
Describing the steps taken in similar situation............................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION.
Conflict management is process of limiting negative aspects related to conflicts and
increasing more of positive thoughts in handling any kind of conflicts. The present report will
address one of my past conflicts that I have faced at my workplace. Also, various conflict
resolution strategies will also be analysed. Moreover, the report will explain the term mediation
and one of the conflict management approach that would be helpful in the future. Also, three
ways of conflict mediation to achieve positive outcome will also be discussed. Lastly, various
ways taken by me to address the similar situation in the future will also be analysed in detail.
MAIN BODY.
Identifying the past conflicts along with cause of conflict.
One of the past conflicts that I have addressed at my organization workplace was when
new leader was appointed in our team. Also, new leader was quite demanding and was very strict
in delivering work on time (Elgoibar , Euwema and Munduate, 2017). Further, due to this I was
not able to develop better cooperation among my team members and superiors. Thus, result was
that I unable to take certain responsibilities that would help in my future growth and
development.
Moreover, the major cause of the conflict that arise between me and my superior was that
there was lack of communication due to which I was not able to share difficulties that I would
experience in carrying out certain tasks. As result of it most of my projects remain incomplete or
were not appropriate and hence I miss deadlines of some tasks. Further, there was absence of
trust that made him criticize me every time and compare me with other team members that were
working with me. This has created a negative environment where it was difficult for me to carry
out any task. Also, two-way communication was very minimum and when my senior marketing
head asked me to present report at end of the month than I have responsibility to collect the data
from various department leaders working at different levels. Thus, when it was the time for
asking the report from my team leader data provided was incomplete and when asked there was
no appropriate reason provided. Thus, it resulted in conflict at the same time as I was not able to
submit all the reports to my senior head and neither I was able to complete the remaining
incomplete data of my team due to lack of time.

Further, the situation was manifested in way that I was considered as irresponsible and
short tempered person that was unable to full fill certain responsibilities that were assigned to me
. Moreover, employees at the workplace consider me as person who creates negativity through
conflicts on irrelevant issues that are of no importance to the firm.
Evaluating the conflict resolution strategies:
Conflicts need to be resolved in proper manner so that it does not create stressful
environment of working and hence there is not impact on the future productivity and results
There are certain strategies that were effective and ineffective in my case that are briefly
described a below :
Not ignoring conflict: It is very effective for me as conflict was resolved at the same time
without any delay as developing ignorance level to that situation would allow it to persist for
longer period (Csilla, 2019). Moreover, resolving the conflicts at the same time was helpful in
developing much stronger relationship than before with my leader.
Clarify the issue: Sitting down with my leader at the time of conflict and getting all the facts
that are essential for solving that issue was very useful for me as it allow my leader to know what
all problems I was facing while carrying out certain tasks.
Brining all parties together: In relation of talking with all the parties that were involved in my
conflict through meeting was ineffective conflict resolution strategy as all the senior manager
have less time to solve issues that are concerned with particular individual as they have more
important aspects to look into (Cronin and Bezrukova, 2019).
Identify solution: It was proved to be effective conflict resolution strategy as identifying
satisfactory solution would not create negative work environment in the future. Also, the best
solution in my case that was proposed was enhancing cooperation and respecting the views of
leader through open dialogue communication.
Monitoring and follow up: My this strategy was very effective as I keep close check on
whether decided options by my leader and me are being followed or not. Moreover, if things
were found that are not following (smoothly) than alternative solutions were being devised
immediately through open talk so that chances of more conflicts are less (Melin, 2021).
All the above strategies helped me to overcome and handle my situation in best of
manner as they were implemented in best of ways through mutual cooperation. Also, timely

resolution of my conflict allowed me to focus on my work in better manner, and I was able to
carry out my work in more systematic manner.
Discussing mediation and one conflict management approach.
Mediation is also the best method in solving disputes between the parties that is done
through intervention by third party. Here, the mediator is appointed by two parties so that better
alternatives can be explored so that dispute could be settled in the best manner. Further, in this
process each disputing parties have control over the disclosure of information to the mediator.
Also, this method is helpful in solving various issues in the best possible manner than other
methods that involves going to the courts or an arbitration (Kittikhoun and Staubli , 2018). In my
case these techniques would also be the best technique for the conflict management approach as
mediator would be able to analyse all the aspects of problems faced by the leader and me. Thus,
this technique would ensure that decisions would be made in much faster manner than any other
process. Moreover, in my case it would be helpful as both the parties would have control to
terminate the mediation process if solutions or methods are not suitable for any one of them.
Another, conflict management approach such as competing would be inappropriate in
my situation as it means that one party will win while other party loses. Moreover, such type of
strategy would work best when there is situation of group solving problem. In my case of
circumstances competing would create dissatisfaction either to myself or my leader as only one
of them would win (Broukhim and et.al. ,2019). Moreover, high level of ignorance level would
be developed that will result in decreased commitment and support from other members of the
organization. Furthermore, such approach might create feeling of winning at any costs and thus
it might work best in sensitive issues between the parties. Also, such situation is useful only
when immediate actions need to be taken and the issue is not popular. Thus, this approach would
create more negative results than positive results that might lead to further management issues
while carrying out the daily routine activities within the workplace among diverse members.
Identifying the three ways in which problem could be mediated.
In my situation of conflict problem the best ways that could be adopted in effective
manner are briefly described as below:
Creating written agreement :
In my conflict problem this way would also be helpful so that better solutions could be
reached easily. This would involve making a written agreement and developing SMART

objectives (Smart, Measurable, Achievable, Relevant and time bound). Also, such agreement
would be signed by both the parties so that to make sure that it is checked and are fully
understood by each of them. Further, this will also ensure that same situation does not occur
later.
Accommodating:
It is type of strategy where one party gives demand to others. Moreover, they are being
more cooperative rather than being assertive. Also, in this one party keep aside the personal
interests so that best solutions could be easily derived. Further, it would be helpful in small
issues just like my own situation where there was lack of cooperation and understanding with my
leader (Sahoo and Sahoo, 2019). In my situation for this conflict resolution accommodating
person should have desired skills and confidence so that personal needs and boundaries could be
easily communication between the two so that matter could be solved smoothly.
Focusing on the future not on past :
This is also a way that could have been used to solve the situation in which I was dealing
in the past. This method involves that without focusing on who was responsible for mistake and
what went incorrect, it is important that both the individuals talk separately so that they could
come up with solution that would not allow this type of issue to occur in later time in the firm.
This way would have lead to more positive outcome as best possible solution could be provided
in limited time period.
Describing the steps taken in similar situation.
If any of the situation occurs in the future than my role would be to understand the
situation first before talking with any of the parties that are involved in the conflicts' so that best
solutions can be suggested to each of them. For this following steps would be taken by me:
Understanding this situation: I would listen to what was the matter that actually happened
between the two parties so that deep insights could be got into the matter (Grzyl , Apollo and
Kristowski, 2019). Also, better understanding could only be taken when both the parties are
heard separately so that it is easier to understand both parties point of view.
Discussing the possible alternatives : After hearing the opinions of both the parties I would
suggest possible alternatives that could be taken by the individuals' so that issue could be settled
in the fastest way. Also, such alternative suggested would be such that it is not in the favour of
the party but it is for the welfare of both the parties.

Agreement : Moreover, after the selection of the alternative I would suggest both the parties to
mutually agree on this so that there are no future chances of similar situation and peaceful work
environment could be incorporated without creating any dissatisfaction among the individuals.
Moreover, such alternatives need to be taken according to the ethical policies and code of
conduct of the organizations so that there are no hindrances in the working of the organization.
Furthermore, it is very important that conflict are part of every organization and hence whenever
such disputes occur than there should be minimum level of calmness and patience level need to
be maintained so that it does not lead to worsening of situation.
Also, it is seen that people who are not calm and are aggressive in such situations are
dominated by other people who are in power thus making the situation worse. Thus, it needs to
be ensured that minimum level of trust and honesty is present in any individual so that situation
could be handle in more effective manner (Başoğul, 2021). Furthermore, along with calmness a
certain level of emotional intelligence is also required so that people emotions could be
understood in better ways. Also, if other emotions are interpreted easily than it easier to
communicate with them without hurting the sentiments of any other parties (27 conflict
resolutions skills to use with team and customers, 2021). Hence, It also avoids confusion, anger
and frustration from the other party due to better mutual understanding.
CONCLUSION
From the above report it can be concluded that conflicts in any area of field are part of
learning process and thus it needs to be taken in positive manner so that better outcomes could be
achieved, Also, in this report one past conflict addressed by me had been identified along with
the cause and how people manifested in that situation. Further, various conflict resolutions
strategies had evaluated that are effective or ineffective for that situation. Also, mediation along
with competing as conflict resolution approach had also been discussed in detail. Moreover,
other three other possible ways of positive outcome has also been explored under this report.
Lastly, my role in similar dispute situation and various steps of action had also identified under
this study.

REFERENCES
Books and Journals
Başoğul, C., 2021. Conflict management and teamwork in workplace from the perspective of
nurses. Perspectives in psychiatric care. 57(2). pp.610-619.
Broukhim, M. and et.al. 2019. Interprofessional conflict and conflict management in an
educational setting. Medical teacher. 41(4). pp.408-416.
Cronin, M. A. and Bezrukova, K., 2019. Conflict management through the lens of system
dynamics. Academy of Management Annals. 13(2). pp.770-806.
Csilla, K. M., 2019. Conflict management-resolution based on trust?. Ekonomicko-manazerske
spektrum. 13(1). pp.72-82.
Elgoibar, P., Euwema, M. and Munduate, L., 2017. Conflict management. In Oxford research
encyclopedia of psychology.
Grzyl, B., Apollo, M. and Kristowski, A., 2019. Application of game theory to conflict
management in a construction contract. Sustainability. 11(7). p.1983.
Kittikhoun, A. and Staubli, D. M., 2018. Water diplomacy and conflict management in the
Mekong: From rivalries to cooperation. Journal of Hydrology. 567. pp.654-667.
Melin, M. M., 2021. The business of peace: understanding corporate contributions to conflict
management. International Interactions. 47(1). pp.107-134.
Sahoo, R. and Sahoo, C. K., 2019. Organizational justice, conflict management and employee
relations: The mediating role of climate of trust. International Journal of Manpower.
Online
27 conflict resolutions skills to use with team and customers. 2021. [Online]. Available through:
<https://blog.hubspot.com/service/conflict-resolution-skills>.