Question

Subject Conflict resolution :

1-Describe the basic model for engaging someone in a collaborative discussion in detail.?

2- Describe the essential steps for collaborating with someone with whom you are experiencing conflict?

Answer 1

Conflict Resolution

Conflict is simply defined as disagreement, be it violent or subtle from between two persons or perties.

Conflict management is the process of planning to avoid conflict where possible and organising to resolve conflict where it does happen, as rapidly and smoothly as possible.

Types of Conflict

Individual Level Conflict

- Intra - Individual Conflict

- Inter - Individual Conflict

Group Level Conflict

- Intra - Group Conflict

- Inter - Group Conflict

Organisational Level Conflict

- Intra - Organisational Conflict

- Inter - Organisational Conflict

Conflict resolution is the process by which two or more parties engaged in a disagreement, dispute or debate reach an agreement resolving it. Conflict resolution also known as reconciliation, is conceptualized as the methods and processes involved in faciliating the peaceful endng of conflict and retribution.

1-Describe the basic model for engaging someone in a collaborative discussion in detail.?

Working with others for a common goal is called collaboration. One way to collaborate is to have a discussion. In a discussion you share and build on ideas with other people. Then as you discuss ideas, you are able to explore and deepen your understanding of the topic.

There are a two main types of collaboration that you can use, depending on what you hope to achieve. These are:

1. Open collaboration. You invite people from inside or outside the business to generate ideas or to solve a problem. Open collaborations  work best for big, wide-ranging challenges as they allow anyone to respond. This enables you to access a diverse spectrum of opinion and expertise.
2. Closed collaboration. Closed modes work best when you have a specific problem to solve which requires specialist skills or knowledge. As a result, closed collaborative groups tend to be much smaller than open ones.

Other types of collaboration include:

• Cross-functional collaboration. This involves working with people who have different job functions  (marketing, technology, or customer service, for instance) to achieve a common goal.
• Cross-cultural collaboration. Here, you work with people from other countries or cultures  to learn more about different markets and encourage innovation.
• Virtual collaboration. Apps like Skype™, Slack™, Asana™ and Google Docs™ have made it easier than ever for people to come together and collaborate, even if they work in different offices or countries.

Successful Collaboration

1. Define Your Purpose -First and foremost, you need to have a strong shared purpose. Only when you know what you're working toward can productive collaboration begin. So, before you set up a collaborative project, take some time to identify and clarify what you want the group to achieve. This will give people focus and direction.

2. Choose Open or Closed Collaboration - Your choice will depend on the problem that you need to solve. If you want to get ideas for a new product, for instance, you might want to invite responses from people across the business, as well as your customers. If this is the case, open collaboration will likely be the most suitable.

3. Involve the Right People-  Once you've set your goals, you need to identify the people who are best placed to achieve them. This is particularly important when you use closed collaboration. Think about people who have relevant expertise, experience and skills, or who are good at challenging assumptions and can contribute different perspectives.

5. Encourage Collaborative Behavior- Collaboration can demand a lot from people. It means being open-minded, listening to other people's opinions and putting personal agendas to one side. So, it's essential that you try to encourage collaboration across your organization.

2- Describe the essential steps for collaborating with someone with whom you are experiencing conflict?

You can ensure that the process of managing and resolving conflict is as positive as possible by sticking to the following guidelines:

- Reflect on the cause of tension and how you are responding to it-  The first step is both acceptance and reflection. Remind yourself: You won’t get along with everyone but there is potential value in every interaction with others. You can and should learn from almost everyone you meet, and the responsibility for making that happen lies with you even if the relationship is not an easy one. Take an honest look at what is causing the tension and what role you play in creating it. It may be that your reaction to the situation is at the core of the problem (and you can’t control anything other than your reaction).

- Work harder to understand the other person’s perspective-  Few people get out of bed in the morning with the goal of making your life miserable. Make time to think deliberately about the other person’s point of view, especially if that person is essential to your success. Ask yourself: Why is this person acting this way? What might be motivating them? How do they see me? What might they want and need from me?

- Become a problem solver rather than a critic or competitor-  To work better together, it’s important to shift from a competitive stance to a collaborative one. One tactic is to “give” the other person the problem. Rather than trying to work through or around the other person, engage them directly. “I don’t feel like we are working together as effectively as we could. What do you think? Do you have any ideas for how we can work better together?” If you ask people to show you their cards, and demonstrate vulnerability in the process, they will often reveal a few of their own.

- Ask more questions-  In tense situations, many of us try to “tell” our way through it. We might become overly assertive, which usually makes the situation worse. Instead, try asking questions — ideally open-ended ones intended to create conversation. Put aside your own agenda, ask good questions, and have the patience to truly listen to the other person’s answers.

- Using humor in conflict resolution - You can avoid many confrontations and resolve arguments and disagreements by communicating in a humorous way. Humor can help you say things that might otherwise be difficult to express without offending someone. However, it’s important that you laugh with the other person, not at them.

- Enhance your awareness of your interpersonal style- It’s easy to chalk up conflicts to poor “chemistry” with another person but everyone has different styles and often being aware of those differences can help.

- Ask for help-  Asking for help can reboot a difficult relationship because it shows that you value the other person’s intelligence and experience.