Conflict Management an Examination of Term Paper

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These conflicts do not affect only the people involved, but may affect an entire nation, especially in the case of the latter type of conflict.

There are, indeed, many types of conflict, just as there are many potential solutions to conflict. With any kind of solution comes a good understanding of the roots of the conflict, but also of the personalities involved and how mutual respect and understanding, as well as a lasting peaceful outcome, can be achieved. In the Chinese setting, for instance, conflict stemmed from demanding superiors, inconsistency between theory and practice and favoritism. (Leung, 2007) in the same setting, the employees employed conflict resolution strategies that were focused on avoidance and cooperation between certain kinds of employees.

Despite the more unique character of the above-described situation, it is important to note that conflict resolution stems from the same kind of basic emotional and psychological feelings and can be remedied with the same type of tactics as those presented in the definition section above. Thus, the Chinese setting is unique culturally, but strategies to mitigate and resolved conflict may be employed it this setting as well. The case study paper describes the strategies employed and their theoretical long-term results:

"Avoidance strategies discourage open communication and clarification, which further suppresses hidden conflicts.

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This leads to forbearance and the suppression of personal goals in pursuit of a superficial harmonious yet conflicting relationship. In contrast, cooperative strategies have much to offer. However, adopting a cooperative strategy can have both a positive and a negative effect on a team's performance. On the positive side, trust is an essential component in cooperation that promotes synergistic relationships. On the negative side, it induces low conflict efficacy among employees, because they feel obliged to identify with the boss's goals and values, and be faithful." (Leung, 2007)

I believe that one of the best ways in which to resolve any conflict is through communication. This can attain understanding and respect, which are two key elements to preventing future conflict. A peer mediator is necessary in order to achieve these outcomes, however, and he or she must be a very good mediator who is willing to listen and provide good feedback and easily implemented solutions. (Resolution Remedies, 2010) it is only in this way that conflict can truly be avoided in the future.

*Please note that all sources attached by the customer were utilized, including Shakar and Leung. The citation for the independent source is as follows:

No Author. The ADR Process. 2010. Resolution Remedie. Retrieved from, ......

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