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Response to Rochelle R. Asanti: Collaboration Collaboration is critical in various aspects of life – not only in solving conflicts but also as a way of achieving great results through teamwork. As you highlight in your post, collaboration enables people to succeed in particular situations. A good example is in a work situation where there might be need for collaboration among various departments in order to achieve the set objectives. There are some aspects concerning collaboration that I may add at this particular point. Collaboration involves developing creative solutions that in one way or another satisfy the other party’s interests. It also reflects selflessness on the parties involved. In collaboration, the parties involved moved out of their comfort zones or give up some things in order to preserve relationships. It is a win/win situation where each party gives up something in order to ensure the other party is satisfied. The collaborative strategy calls upon the parties involved to invest a...

Case Study : Mediating a Dispute It is important to engage Fred and Sally in order to resolve the ensuing dispute. Griffith and Goodwin (2013) identify three approaches that mediators can adopt in resolving disputes among employees. These approaches include the evaluative, facilitative, and the transformative approach. In the evaluative approach, the mediator engages communication between the various parties involved in the disagreement. The mediator has a bigger role to play in that he/she offers solutions to the parties involved. In the facilitative approach, the mediator enhances the communication process but allows the various parties to develop possible solutions to the problem. The transformative approach focuses on enhancing cohesion between the parties in the long term. A facilitative approach can be effective in solving the dispute between Fred and Sally. The first step will involve establishing the cause of the dispute. There are various issues contributing to the dispute between Fred and Sally. They have differences in their personal approach to work....

Conflict resolution Looking back at the conflicts I have had over the last few years, it is correct to say that I took an interest based relation approach to resolving the disagreement and conflicts by being courteous and non-confrontational focusing on the main issue rather than the individual. However, it is worth noting that the interest-based approach was mainly based on the conflict itself. For the larger part of the resolution, I hand the tendency of collaborating with the disagreeing party. Collaborating with the other warring party helps to create a win-win situation and strives to make sure that both parties are fully satisfied. Through discussion of all issues, we have successfully merged insight over and over again, and this brings the sense of usefulness to all warring parties. Honestly, some of the outcomes of the conflicts were not satisfying, but I will admit most of them were satisfying (Lansford, 2008). The win-win strategy is not always a win situation considering...

Situation 1 Question 1 In this situation, the appropriate responses on the communication continua would be: Solution giving Problem inquiry Ignore feelings Empathize Question 2 In the first communication continua, Joe might take more interest in actually hearing and finding out more about what Tina has been going through. It is obvious that Tina wants this because she opens up to share despite them being personal issues. It would be in both their interests for Joe to inquire more about the issue considering it definitely plays a major role in Tina’s behavior lately. After listening and finding out more information about the issue, Joe could move ahead and recommend a solution that will help Tina with her personal life as well as at work such as counselling to help her get through what she is going through by having somebody to talk to confidently and letting out any issues she may have. This will help her be in better shape for work and handle customers well. For...