MGMT 570: Conflict and Negotiation for Life - Case Analysis

This report provides a detailed analysis of conflict resolution and negotiation strategies, focusing on a case study involving an individual named Joe facing conflicts in his personal and professional life. The analysis explores the various sources of conflict, including work-related issues, family responsibilities, and academic pressures. It identifies key conflict resolution components such as focusing on the problem, seeking common ground, and utilizing different conflict resolution models. The report also examines the perspectives of the individuals involved, including Joe, his wife June, his daughter Betsy, and his supervisor Jim, offering insights into their needs and challenges. It further suggests practical solutions and strategies to address the conflicts, such as using the competitive and compromising modes of conflict resolution. Overall, the report emphasizes the importance of understanding conflict dynamics and implementing effective negotiation techniques to achieve positive outcomes in both personal and professional settings. The report includes a literature review that supports the analysis with relevant research and theories.

Running head: NEGOTIATION FOR LIFE
Conflict and Negotiation for life
Name of the Student:
Name of the University:
Author’s Note:

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Literature review
Conflicts are a part and parcel of life. Conflict or problems are a very common factor
both in the professional and the personal lives as well. As per the opinion of (Wallensteen,
2015), there have to be problems with solutions. There are different approaches by which one
can try to solve a particular problem. There are conflicts among the family members and also
among the employees at the workplace. In the workplace, the conflict may also arise due to the
power struggle. However (Singer, 2018) has stated that the conflicts in the workplace and the
families can also be reduced by following some very simple methods. In the given case it is seen
that the conflict resolution is becoming very important as there is a huge problem being faced by
Joe at his house and in his office as well.
He is trying to balance his academics, his family life and his night classes at the same
time. However, this is becoming a huge problem. He is suffering from the psychological
conflicts as he cannot stay back at home to help his wife in her day to day chores. He is worried
as he cannot take care of his pregnant wife. He is also not able to take care of his daughter Betsy.
So, he is really much tensed. On the other hand, he is trying to balance his work as well. He is
having a tough time to deal with rough employees and on the other hand, he is not getting
anyone suitable for the pot of a team leader. So he is having a huge responsibility.
The conflict resolution components are very useful in this matter.
Focus on the problem, not on people
The current problem is to develop a strong customer service rather than looking at the
tough customers like Tina tumultuous. Joe and Jim have to realize that they must spend time and
energy in finding a strong team leader and in strengthening the customer service position. They

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will have to understand that there will be many such people that they might come across in the
future (Babalola et al., 2018). However, they have to make arrangements for dealing with this
problem rather than paying more attention to one single tough customer.
Seek common ground
The best way to solve the workplace conflicts is to make sure that they are working for
the common good (Kelman, 2016). In other words, both Joe and Jim have to find out the areas of
their common interest. They have to come to a settlement or an agreement with each other so that
they can work together. Jim has to understand that Joe is going through a tough time and the
needs some changes in his shift timings. On the other hand, Joe has to understand that Jim has
been honoring his need but at the same time, he is also answerable to his superiors (McCarter et
al., 2016).
Models for conflict resolution
Jim can use the competitive mode (Thomas-Kilman Conflict Mode Instrument: TKI
model) in order to solve this workplace conflict. As he has power and a position, he has to make
sure that none of his employees are suffering in silence. He needs to put forward collaborative or
joint efforts so that he can take the right decision during times of emergency. He might arrange
for some group meeting or board meetings where he can highlight the issue being faced by Joe.
He can take the decision that will neither hamper the customer service rendered by the office nor
harm Joe in any way.
The compromising mode can also be used by Jim, Joe, June and also Betsy. Joe and Jim
have to understand the needs of each other and have to work mutually (Cohen-Chen et al., 2014).
Joe has to somehow balance his night class and his office. On the other hand, Jim has to five

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some time so that Joe can recruit someone apt for the position of the team leader. On the other
hand, he might also arrange for some backup plan like appointing some assistants who will be
taking charge of Joe’s work when he is on a short leave for his classes, exams or his family.
Betsy and June have to realize that Joe cannot afford to stay back at home to take care of them as
he is really struggling. Moreover, he is not even caring about his own health and is taking up
huge stress for the wellbeing of his family. So, everyone has to give up something or make some
sacrifices for coming to a mutual; decision and resolving the conflicts.

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References
Wallensteen, P. (2015). Understanding conflict resolution. Sage.
Singer, L. (2018). Settling disputes: Conflict resolution in business, families, and the legal
system. Routledge.
Babalola, M. T., Stouten, J., Euwema, M. C., & Ovadje, F. (2018). The relation between ethical
leadership and workplace conflicts: The mediating role of employee resolution efficacy.
Journal of Management, 44(5), 2037-2063.
Kelman, H. C. (2016). The Problem-Solving Workshop in conflict resolution (1972). In
Resolving Deep-Rooted Conflicts (pp. 101-130). Routledge.
McCarter, M. W., Wade-Benzoni, K. A., Fudge Kamal, D., Bang, H. M., Hyde, S., & Maredia,
R. (2016). Models of Conflict in Management: A Literature Review.
Cohen-Chen, S., Halperin, E., Crisp, R. J., & Gross, J. J. (2014). Hope in the Middle East:
Malleability beliefs, hope, and the willingness to compromise for peace. Social
Psychological and Personality Science, 5(1), 67-75.