5 Stages of Conflict

Five Stages of Conflict

            The five stages of conflict apply to all conflict. Conflicts are considered opposing viewpoints on a topic not just a husband and wife fighting or a small dispute among friends. All conflict regardless of the topic or the length that the conflict last goes through a cycle. The stages in process view of conflict are: prelude to the conflict, triggering event, initiation of the conflict, differentiation phase, and finally the resolution phase. (Cahn & Abigail, 2014)

  

Mediation & Arbitration

Mediation & Arbitration

Mediation and arbitration are two very important similar tools when it comes to unresolved conflicts. The majority of people think of two married people going through a divorce when they hear the two words used however that’s not always the case. Many businesses and contracts are finalized through mediation and arbitration. Both involve an impartial third party participant who assist in resolving the conflict by managing the communication, however; mediation generally takes place prior to arbitration because of legalities. “Mediation is meant to facilitate communication, promote party-created solutions, and help clarify issues—all with the assistance of a neutral third party (Bennett, 2014)”. Arbitration is completed in private less formal setting but is like court.

Case Study: Managing a Substandard Employee

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You are a department manager in a mid-sized company that provides technology support services.  You have ten employees who are required to maintain a high level of technical expertise and deliver excellent customer service.  One of your employees, who has been with the company for two years, is performing at a substandard level and you have received numerous complaints from customers and coworkers.  In addition, this employee has displayed confrontational behavior which has created a hostile environment.  You must now meet with this employee and deliver an ultimatum regarding the need for immediate improvement or dismissal.”

Delivering Bad News

            The first step in the process of addressing a bad employee with tact is based upon knowledge. As the department manager I should already have an extensive knowledge of all the employees and their performance; especially those who have been under me for longer than a year. The important thing for me to do is make an informed rational decision that is not based on emotion but rather on facts and what is best for the company.