Whereas some are dismayed when they encounter yet another breakdown, you can be energized by it. You enjoy the challenge of analyzing the symptoms, identifying what is wrong, and finding the solution. You may prefer practical problems or conceptual ones or personal ones. You may seek out specific kinds of problems that you have met many times before and that you are confident you can fix. Or you may feel the greatest push when faced with complex and unfamiliar problems.
If one can remain completely honest their word would never be tarnished there by affording them more opportunities. An impeccable person demands your full trust. One of my personal beliefs is that there is never a real reason to lie. When one becomes perceived as a liar it becomes your human nature to protect yourself from them. However you may have felt about them before, you can’t help but distance yourself from them now.
Keeping my emotions in check will help me to think clearly and guide constructive communication; trying to dominate the resolution process will only frustrate the opposition. I will constructively listen to the thoughts and ideas of others and consider them honestly instead of trying to have my own way all of the time. My goal is to defeat my attitude of being a perfectionist. The key is being able to allow myself to make and except the mistakes of others. I do not have to be the best at everything.
. In an idea world everyone should do this but in reality it may prove difficult for some people to participate in, this is connected to the need to be seen to do the right thing, it may also feel that you are facing criticism. Reflective practice is not criticism it is being open and honest about your strengths and areas for further development. If you are open and honest with others it can encourage others to be open and honest with you. Reflective practice in a colleague-based environment can build a work place with trust and respect as in a group you can explore and take a conscious look at emotions,
Passing Information: Informing others of new sought information is of great importance. Letting others know what you think what effort you take on making information important so they can pay attention. Never doubt to pass on the good news, good news is always lively and should be passed on. When giving or receiving feedback, make sure has to reasons for those feedbacks. Having reasons why gives you the problems a person needs to work on.
By accommodating with their differences and focusing on what their task at hand is they will be able to stop focusing on their petty differences and focus solely on the task at hand. This would work in a perfect world this would work however, as human beings we tend to hold on to our grudges until our next tipping point. With the help of a little management in the course of this strategy it just might be successful. 4. What potential road blocks might be encountered in resolving the conflict?
Group: Resolution Subgroup: Mediator: Two countries have to work together to come to a conclusion that will satisfy both sides. Each country will have to negotiate and being willing to agree to disagree on some topics. Subgroup: Arbiter: Allow the arbiter to come, review both sides of the story and make a decision that everyone has to follow regardless if they agree or not. Subgroup: Equalizer: Tries to work with both parties so that everyone feels that they are being treated fairly. The equalizer will determine where the middle is for each country.
Members must overcome the need to protect themselves. One way to tell if you have trust in members they do not hold back, air dirty laundry, and admit their mistakes or weaknesses. If there is a lack of debate this indicates absence of trust. Dysfunction number two is fear of conflict. Teams that are lacking on trust are incapable of engaging in passionate debate about key issues.
They are willing to see that others have the sincerity to work with a diverse group of individuals. The guidance of right and wrong directs the challenge of the time. When ethical principle are violated there is little room for compromise. Being the obligatory person finding yourself solving conflicts are often frustrating. Conclusion When articulating an ethical obligation one must be effective with their words in order to express their position.
Role reversal is also a valuable tool in negotiations. This technique puts the negotiator in the role of the other person while considering the issues at hand and allows the person doing the negotiations to understand the other person’s position. In negotiations, communication occurs at two levels: the rational level and the practical level; the meaning behind a proposition or statement is a combination of logical and inferred messages (Lewicki, Saunders, & Barry, 2006). People respond not only to what is said, but also how it is said and the possible hidden meanings