Conflict Within Events And Leisure Organisations Essay

Conflict Within Events And Leisure Organisations Essay
Conflict can be defined in various ways and has no single clear meaning. A broad definition of
conflict is a serious disagreement or argument that generally continues for a long period of time,
however according to Huczynski and Buchanan (2010) no conflict exists if two or more parties are
not aware of any conflict. In terms of conflict within events and leisure organisations, De Dre and
Beersma (2005) say that "conflict is best viewed as a process that begins when an individual or
group perceives differences and opposition between him/herself and another individual or group
about interests, believes or values that better to him or her." Within organisations, the management
of conflict greatly depends on the personality and characteristic of individual managers.
It is "not possible for all human begins to live in peace and harmony all the time" (Martin, 2005,
p.750), therefore conflict within the workplace is inevitable and can arise within events and leisure
organisations for many reasons. Personal factors are the main factor contributing to conflict.
Differences in values and beliefs can often create conflict, as individuals will have alterations about
the underlying purpose of an organisation, and how each other should act toward one another and
customers. Unique personalities can also create conflict as it can result in people struggling to get
along with one another, and therefore a 'personality clash' will occur (Rollinson, 2008, p.418).
Another personal form of
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Circle of Conflict and the Triangle of Satisfaction Models...
Circle of Conflict and the Triangle of Satisfaction Models
Introduction
This paper will discuss two different conflict models and how they may be used to diagnose a
particular conflict. Each model will be described in a way, which better helps understand the
conflict. Potential confidentiality issues within the conflict will be described as well. Both the Circle
of Conflict and the Triangle of Satisfaction Models are both effective tools at assisting a practitioner
at diagnosing and resolving conflict.
Circle of Conflict model The Circle of Conflict model is the simplest method of figuring out the root
cause of a conflict. The circle implements five possible drivers of conflict that are values,
relationships, externals/moods, ... Show more content on Helpwriting.net ...
When Carolyn and Nick would work around the supervisor Nick would accept Carolyn's decisions,
Carolyn believes he did this because his supervisor was around and he wanted to appear as though
he was a team player. The night that Carolyn was asked to be shift lead, not just by her co–workers
but also by Nick, Carolyn thought that she would be making the final decision and be supported by
Nick and her fellow co–workers. Carolyn and Nicks relationship has been deteriorating and was
now to the point that both asked to be placed on different shifts. The relationship between Carolyn
and Nick had progressed beyond workplace conflict and now negative personal feelings developed
escalating the conflict.
Externals/Moods
On the milieu, there has been change. The inconsistency and negative relationship between the two
staff members have allowed the residents to detect that there is not a leader and when there is no
leader, the resident's mood shifted to suspicion and distrust in the staff. The other co–workers chose
not to get involved too much. Since there seems not to be a clear leader for the shift, a resident
becomes argumentative when bedtime is announced. The mood of the whole facility has shifted to
feelings of negativity creating an unsettling atmosphere not only for the staff members but for the
residents as well. Focus must be made on settling this negative mood within the facility or the
conflict

Improving Your Emotional Intelligence Can Be Jump
Improving your emotional intelligence can be jump started by following some simple steps.
Psychiatrist Dr. Norman Rosenthal (2012) suggests several steps that can enhance your emotional
intelligence, many of the tips he suggests are found among the foundational skills toward successful
collaboration discussed in the text by Friend and Cook (2013). Both Rosenthal and Friend and Cook
place not interrupt or changing the subject high among skills that will help you to become a better
listener. Listening with your whole body and being aware of physical sensations of stress will allow
you to process your thoughts with the power of reason (Rosenthal, 2012). Additionally, all of the
authors suggest avoiding prejudgments and making faulty assumptions. By not making assumptions
and judgments before all of the information about a topic or conflict has been given prevents a
thorough thought process from taking place. Rosenthal follows up this step with two additional steps
that require the listener to seek to make connections with their own thoughts. He states that
"listening to your feelings is like listening to all of the witnesses in a court case. Only by admitting
all of the evidence will you be able to reach the best verdict" (2012). I think this advice makes an
excellent tie into Friend and Cook 's suggested listening skills namely, establishing listening goals,
and focusing on the content and context of the spoken message (p. 67–68). When a conflict arises it
is important to be

A Brief Note On Alternative Dispute Resolution And Other...
Alternative Dispute Resolution Conflict resolution is used in various aspects of counseling and other
forms of helping professions. It is vital that conflicts between opposing parties are managed in order
for progress to be achieved. By maintaining a controlled environment during the negotiation
process, the two parties will often be able to come to a resolution of their differences. Sometimes it
can be difficult for two parties to work together without the help of a third party to assist in the
process. This person can work as a mediator or arbitrator between the parties, able to make
suggestions throughout the negotiation, and or make a decision for the parties (Barsky 2000). These
are forms of alternative dispute resolutions that are ... Show more content on Helpwriting.net ...
1 Kings 3:16–18 tells the story of King Solomon using a form of arbitration to settle a dispute
between two women who were in disagreement about who was the mother of a baby they brought to
the king. In I Corinthians 6:3–6, Paul recommends mediation or arbitration to be employed to settle
civil disputes between Christians instead of taking their problems to court and bringing disgrace
upon the church. In colonial North America, a group of respected men from the community would
hear disputes and decide on a resolution. It was used occasionally for some years after afterwards,
but was not until 1898 that Congress gave official authorization for mediation to be used in formal
disputes. In the early 1900s, the Federal Arbitration Act was passed, which furthered the capabilities
of arbitration to be used in conflict resolution and for its results to be upheld in court. The American
Arbitration Association was founded in 1926 to assist in guiding parties working through arbitrators.
The Age Discrimination Act of 1975 brought forth claims of discrimination in workplaces, which
were often mediated by the Federal Mediation and Conciliation Service. After the 1980s, many
schools began to offer courses related to alternative dispute resolution, and now some type of
alternative dispute resolution is integrated into the majority of law school programs

A Brief Note On The Indian And American Culture Using...
INTRODUCTION
This paper critically analysis academic articles relating to negotiation and conflict resolution in the
Indian and American culture using Hofstede's cross cultural model to identify the difference and also
the similarities between the two cultures. Hofstede's work on culture is the most widely cited in
existence (Bond 2002; Hofstede 1997). There are more than 164 definitions for this word alone.
Hofstede has provided definition for "Culture"– "A collective programming of the mind which
distinguishes one group from another – patterns of thinking, feeling and acting" (Hofstede 1980, 25)
The essay will also explain the different models used by the authors and discuss the agreements and
disagreements between their articles.
Negotiation Styles
Definition:
Culture is passed on from one generation to another. The word culture is as elastic as its meaning.
As mentioned before there are almost 164 or more definitions for this word alone.
Negotiation is defined "as a strategic discussion that resolves an issue in a way that both parties find
acceptable". (Investopedia, 2010) It basically means reaching a win–win situation for both parties.
Rubin and Brown (1975), defined negotiation as a "process in which individuals work together to
formulate agreements about the issues in dispute." In the process of negotiation it is assumed that all
the parties are willing to communicate and to generate offers, counter–offer, or both. Agreement
occurs if and only if the offers

Conflict Resolution Essay
Conflict Resolution Conflict is part of human existence. The world is filled with conflicts in all
realms of life. Evidence of unresolved conflicts in greater scale are the chaos around the world that
we hear and see from the daily world news. Everyday we experience some sort of conflict that are
either insignificant or relatively important whether we are at home, at school, at a coffee shop, or at
work. ... Show more content on Helpwriting.net ...
A recent conflict incident in San Diego involved a medical group paying $6 million to one of their
doctors that was fired for whistle blowing, that turned around and sued the medical group for
wrongful termination (10news.com). Conflicts are waste of resources, costly, and can inflict damage
to the organization. Perceptions play a great influence in conflict. Disagreement or conflict usually
arises when each party has different perception of a given situation. There are number of factors that
influence one's perception. Different cultural backgrounds and previous experiences create varying
influences on how we deal conflicts (online training solution). It is sometimes difficult to break
away from the cultural beliefs and values that someone was brought up with. Unfamiliarity also of
someone's cultural background can create negative perceptions. Pointing at someone when talking to
him or her might not be considered rude to people from Asian countries, but it is typically offensive
for Americans. An only child that grew up being the family's center of attention may sometimes find
it difficult playing well with others. A co–worker of mine who is an only child admitted to me that
she does not get along

3000 Ugli Oranges Are Available At Cardoza, And Two Big
3000 Ugli oranges are available at Cardoza, and two big research companies want those oranges. Dr.
J.W. Jones a biological research scientist and P.W. Roland, a research biologist, desperately need
these oranges to resolve their individual problem. P.W. Roland is currently dealing with a leaking
bomb which can cause brain damage and even death to many. J.W.Jones firm has an outbreak of
Rudosen which is a disease attacking pregnant women and causing birth defects to their unborn
child. Both parties desperately want these Ugli oranges as soon as possible and need to come up
with a quick way to get these oranges for their firm. Cardoza decided to sell these oranges to the
highest bidder. Both sides have been given a limit of $ 250000 to try ... Show more content on
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Many lives are on the line; innocent babies can be killed. Agreeing on dividing the Ugli oranges so
the community can be protected is the best choice(book).
To resolve the conflict, both parties should follow certain rules that will help make the conflict
resolution process go smoothly. It is recommended that both sides used clear, concise languages.
Both sides should take the time to listen to each other 's concern. The parties should not feel
threatening by the situation or forced to do anything that they do not want to do. After the
discussion, both parties should be able to leave the room content with the decision they agreed
on(book).
They are many different ways to approach a conflict, Thomas kilmann develop five ways that a
conflict can be resolved. One can resolve a conflict by competing in which the individual 's decision
is based on personal gain. Someone who is competing will not care about others feelings. This
person will do everything possible to win the conflict. They do not back down whatever the
situation might be all they think about is winning the fight and make everything in their favors. The
second way a person can resolve a conflict is by accommodating. Accommodating during a conflict
involve using common sense to come up with a solution that would satisfy everybody. During
accommodating one group usually, choose to lose to make the other team happy. Thirdly, a conflict
can be resolved by avoiding. The word itself describes what happened

Using A Mediator Analysis
Using a mediator is an effective method of conflict resolution. A civil litigation lawyer with the
Lebanon, OH, law firm of Dearie, Fischer & Dame LLC, explains the benefits clients enjoy when
they opt for this alternative dispute resolution tool.This law firm keeps in its legal services toolbox.
Here are three ways in which using a mediator helps civil litigation lawyers resolve conflicts.
A Mediator Speeds The Resolution Process: Filing lawsuits, waiting for hearing dates, attending
court, and preparing for trial are time–consuming and costly activities. Mediation is a cost–effective
conflict resolution option. The parties split the cost of the mediator and the sessions are scheduled
for the parties' convenience. Mediation frequently produces

Differences Between Arbitration And Mediation
Differences between Arbitration and Mediation: Arbitration occurs when a neutral third party "hears
a dispute and imposes" (Miller & Cross, 2013) their decision on both parties. Mediation transpires
when an unbiased third party works with both sides to "facilitate a resolution" (Miller & Cross,
2013). Arbitration and mediation both work to find a solution to the conflict between two parties;
but arbitration differs from mediation through the role of the neutral third party, the formality of the
process, the discovery period of a case, and the type of decision. In both arbitration and mediation
there is an impartial third party. In arbitration, there tends to be more than one arbitrator. In
arbitration, there is a "panel of multiple arbitrators" ("Mediation", 2015), where one arbitrator is
chosen by each side. Afterwards, the two arbitrators then "select a third" ("Mediation", 2015) to
complete the panel. The panel's role in arbitration involves coming to decision after hearing parties
"testify under oath" ("Comparison", 2015) and examining the evidence presented. Unlike
arbitration, mediators help both parties with the "discussion and eventual resolution" ("Mediation",
2015) of their conflict and case. In a mediation, both parties select a mediator to help create more
understanding, which tends to be a less formal process than that of an arbitration. The formality of
an arbitration and a mediation varies due to their nature. An arbitration is a

Interpersonal Communication And Conflict Resolution
Literature Review
I have read, evaluated, examined and summarised the main secondary research resources that helped
me understand my interpersonal communication topic, Conflict Management, and how theories,
relevant skills and strategies can play a big role throughout the resolution and frequency of conflict
among my peers.
Personality Types and Development of Adolescents' Conflict with Friends
This study aimed to examine the developmental pattern of adolescents' conflict frequency and
conflict resolution with their best friends, and differences in these developmental changes between
individuals with different personality types. According to the Dual Concern model individuals'
utilization of conflict resolution depends on the level of concern for oneself versus others.
Specifically, collaboration occurs when there is high concern for both oneself and others. This
strategy is characterized by positive conflict resolution behaviours such as negotiation and
compromise. Accommodation takes place when there is high concern for others, but low concern for
oneself. This strategy is characterized by high levels of compliance. A controlling resolution strategy
reflects a high concern for oneself and low concern for others, and is characterized by negative
affect, hostility, or coercive behaviour. In addition, a non–confrontational strategy, which involves
reducing the importance of conflict and attempting to suppress thinking about conflict, represents a
low concern for both oneself

Types Of Alternate Dispute Resolutions
A traditional judicial process such as litigation is a settlement of an agreement between the parties
involved in a dispute that is heard and decided by the judge and a jury in court. Due to the rising
costs of litigation and time delays, businesspersons are turning to alternate dispute resolutions as a
way to come to an agreement. Many states and corporations have been experimenting with ADR
programs and have found it to be a great alternate. Three types of alternate dispute resolutions are
negotiation, mediation, and arbitration. Roger LeRoy Miller, author of "Business Law Today" stated
that, "Today, more than 90 percent of cases are settled before trial through some form of ADR" (84).
Each process is used differently amongst parties and each has its own benefits. Alternate dispute
resolutions tend to have lower costs and the process is much shorter. The use of alternate dispute
resolutions is growing at a fast rate because many businesses and corporations find it to be an easier
way to come to a settlement. Although alternate dispute resolutions have been recognized for their
advantages its still important not to overlook the disadvantages of each.
Generally, the simplest form of alternate dispute resolution is negotiation. Negotiation allows the
parties to meet informally with or without their attorney's present to settle their dispute. This process
does not require a neutral third party to be at the meeting because the parties reach a resolution on
their own terms.

Communication Patterns of Children During Conflict Essay...
As we grow up, we are socialized into the proper norms to be successful in society. The socialization
process starts right from birth. Babies observe and try to mimic their parents and eventually their
siblings or peers. Conflict is a part of life that children need to use to develop skills on resolving
disagreements; conflict is not always bad. Peer conflict, however, can lead to aggressive behavior
because of significant emotional and physical harm. Many youth lack the social skills needed to
handle their aggravation.
Peer conflict communicates joint disagreement or aggression between peers or peer groups. Peer
conflict is characterized as conflict between people of equal or similar power also known as friends.
These types of ... Show more content on Helpwriting.net ...
Adults mediate children's interaction and in doing so adults need to learn the necessary tools to
helping our children handle conflict. In school and at home, it is important to help develop social
skills. Skills such as building friendships, emotional regulation, problem solving, and being
supportive are best learned at an elementary–school age. Children are taught what is socially
acceptable through reward and consequence. Once children reach adolescents age, it is best to teach
conflict resolution techniques. By implementing peer mediation, the children learn how to recognize
a conflict and learn how to resolve a conflict on their own. At the middle and high school age level,
it is also important to practice respectful and positive behaviors. At this age adolescents are going
through hormonal changes and if adults focus on practicing positive respectful behaviors the habits
will form and the child will have the natural skills to interact at an adult level.
Focusing on the individual, factors of peer conflict like problem solving, self–regulation, and
language are linked with youth who engage in aggressive behaviors toward their peers. The
International Journal of Language & Communication Disorders, Interaction Before Conflict and
Conflict Resolution in Pre–School Boys with Language Impairment, addresses the factors associated
with peer conflict. The authors of this article explain that children with language

Conflict in The Workplace: A Look at Carolyn and Nick Essay
This paper will discuss how to diagnose a conflict using various conflict models using a case study
that involves a workplace conflict between two individuals. Included will be detailed characteristics
and attributes of the parties involved and how they may affect the conflict. Confidentiality is
important in the workplace and will be discussed in regards to the case study. Resolution solutions
that a practitioner may use will be suggested to assist in resolving the conflict. Conflict resolution
can be a difficult task but if a practitioner implements tools like conflict models than conflict can be
undoubtedly resolved.
Conflict Scenario The conflict presented in this case study is between two employees that perceive
tension in the ... Show more content on Helpwriting.net ...
This is where the conflict between Carolyn and Nick started. Carolyn said yes and Nick whom
decided not to be supervisor earlier said no. Nick stops the resident from going outside and asked
the resident to sit and talk; the resident sat down and attempted to listen to Nick talk about why his
answer was no. The resident was becoming agitated and got loud with his words; he started cussing
and then becoming aggressive. The other staff members and Carolyn went out to the living room to
comprehend what was going on.
When approaching the situation the lead staff member Carolyn asked for all the staff to go off–line
except for the graveyard staff. This went on for two hours, Nick continued to engage in
conversations with the resident which at this point Nick was forcing his will onto the resident which
made the resident escalate more and he started breaking windows.
At the end of the resident's blow–up, Nick then agreed to give the resident his cigarette and told
Carolyn that he finds it in the best interests if the resident just had one cigarette and he will go to his
room.
Diagnosing the Conflict In diagnosing the conflict a professional practitioner could use tools such as
the conflict models discussed in The conflict resolution toolbox: Models and maps for analyzing,
diagnosing, and resolving conflict. These models provide the practitioner the ability to see the
conflict from various perspectives and analyze

Active Listening Can Be Described In Brief As Listening
Active listening can be described in brief as listening to a person carefully and with an open mind,
which endeavors to fetch a grasp of the other on a greatly profound level. Guidelines for active
listening is to give people your attention, be ready to paraphrase, use questions if you don 't
understand, acknowledge the others person feelings, encourage if the other person appears
uncertain, do not react or respond in other ways until it is clear that the other person has finished.
(The role of Active listening in conflict resolution, 2012). [1] For example, you are the accounting
manager of a company and you have two accountants Sarah and John. John was employed since two
months and Sarah has been with the company for ten years. John is ... Show more content on
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Clarification includes questions that seek to clear uncertainties and fetch more understanding of the
other person's intentions and fears. Misunderstood or inadequate information is the main barrier to
understanding; that 's why clarification is important. After that, you should recognize the other
person 's feelings. This is called digging. It concentrates on the feelings of a person without making
them the clear focus of the argument. Observing emotional reactions adds a further aspect to the
understanding of a person 's situation. It is mainly helpful when there seems to be an inconsistency
between the content of a message and the person 's feelings as it permits us to discover the speaker's
actual approach toward a subject. Subsequently, you should see if the other person seems to be
doubtful or uncertain. You should acknowledge the feelings that a person is experiencing as it is an
influential evidence of our awareness and serious attempt to understand his situation. (The role of
Active listening in conflict resolution, 2012). [3] Once more, it's essential that, once these workers
are required to resolve their arguments, you should attempt to understand their feelings and make
them feel noticed. If the accounting division is small and you cannot reschedule employees or
workers straightforwardly, you may think of modifying their work structure, so they should not
work together as much as possible. This is not perfect in most cases, but it's a tiny compromise to

Should Court System Require Alternative Dispute Resolution
Should court systems require alternative dispute resolution before a plaintiff is allowed to pursue his
or her lawsuit in court? I believe courts should require alternative dispute resolution.
Cases tend to be long, costly, and a headache for the state and the plaintiff when trying to reach a
decision. I think Mediation would be the best option for court systems before allowing cases to go to
trial. Mediation would allow for both parties to reach an agreement themselves through a third party
rather than allowing a court to decide for them. This would allow for both parties to come to a
common agreement that is usually more desirable than court decisions.
Mediation allows for two party's to reach an agreement through a mediator. The mediator

Mediation Is An Effective Method Of Dispute Resolution
One of the most peaceful and highly sought after ways of resolving conflict is mediation. It is the
process where a mutually acceptable third party, with no authority to make descisions, intervenes
and helps involved parties improve their relationships, enhance communication, and use effective
problem–solving and negotiation procedures to reach mutually understanding or agreement.
Based on the current research found, mediation is an effective method of dispute resolution. In
studies prior to 1990, the reported settlement rate was approximately 60 percent and for the 1990–
2000 decade, the reported rate on average was 75 percent . For our most recent decade, this rate is
about the same, roughly and 80 percent agreement rate.
One of the ... Show more content on Helpwriting.net ...
For example, in the case study we did in lecture, many a times the reasons behind another person's
actions is not solely because of money, but rather by principles and values that were violated by the
other party. Hence when one party understands the circumstances and personal reasons certain
actions were made by another, movement from entrenched positions become more possible.
Lastly, once they are able to air their moral framework, and come to a common solution, the end
result would be parties feeling psychologically more complete and satisfied. According to an article
by Dr Pinzon Salcedo (2002), that by not having a deeper reflection of one's true purpose in the
mediation process, close to 25% of participants who reach an agreement still express dissatisfaction.
On one of the mediation discussions we had, we realised that as the facts behind each party's anger
and resentment were not provided, this always leaves the opposite party feeling confused and
frustrated by the behaviour of the aggrieved person. Upon having a sharing of their moral
framework privately or openly, the mediation moves from the realm of physical demands, to really
addressing the root of the problem behind any hostilities. Therefore, when a successful mediation
occurs, both parties are psychologically more at peace with the decisions that are being made. This
is large in part due to their own form "justice" or beliefs are being satisfied as

Organization And Nursing Mission And Vision
Organizational Analysis Memorial Hermann Hospital, Texas Medical Center (TMC) is the largest
not–for–profit healthcare system in Texas. The organization serves Houston and surrounding
communities with a total of 12 facilities. This particular campus is an academic level one trauma
hospital located in the heart of the TMC. The TMC is one of the biggest leading medical centers in
the world and has approximately 50 medical facilities and around 20 hospitals. Memorial Hermann
Hospital TMC encompasses several specialty areas such as transplant, burns, neurology,
cardiovascular, trauma, general medicine, specialty surgery, pediatric, and air ambulance service.
The hospital is licensed for 1,082 bed capacity (Memorial Hermann Hospital, 2015). Memorial
Hermann has also accomplished movement in the community that includes clinics for health and
wellness, and was categorized as one of the top five largest health care systems in the nation by
Truven Health for patient safety and quality (Texas Medical Center, n.d.).
Organization and Nursing Mission and Vision The mission and vision statement not only gives an
explanation of what or who you are as a company or corporation. A mission and vision statement
also articulates what an individual or an organization seek to strive for, the aspiration to flourish and
involve members for years to come (Remvig, 2010). The Memorial Hermann Hospital organization
is a community owned level one trauma academic facility which details their

Dominance And Development Of Conflict Management Styles
Dominating Style in Conflict Resolution
Graham Jackson
LSAL–3133–301
Introduction Thesis Statement
I believe that there is a link between childhood experiences and the development of conflict
management styles, arguing that the exposures to family conflict resolution plays a great role in
determining the development of the dominating conflict resolution style.
Conflict is an inevitable part of human interaction. However, the way people deal with conflict is
largely linked with the outcome of the conflict resolution. Many studies have been conducted to
analyze the different styles of conflict management and resolution as Tou, Baker, Hadden and Lin
(2015) write. "Consequently, the increasing amount of research conducted on the ... Show more
content on Helpwriting.net ...
By far, the integrative approach is the best style of conflict management as it envisages a high level
of concern for both the conflict manager and the conflicting parties. The compromising style of
conflict management is characterized by the moderate concern for both the conflicting parties and
the conflict resolver. In other instances, the conflict manager exhibits low concern for self while
having high concern for others. For this reason the conflict management style is often referred to as
obliging. Even more, there are instances when the conflict manager chooses to adopt the avoiding
style of conflict. In this style, there is low concern for both self and others. Missing in the above
overview of the conflict management styles is the dominating style, which is discussed in this study.
Hopeck, Desrayaud, Harrison and Hatten (2014) defined conflict resolution as a process that should
be geared towards having a solution that suits all the parties involved in the conflict. The author
outlined how solution–oriented conflict resolution style provides more positive outcomes in
comparison to the other styles of conflict management The dominating style of conflict management
is one that Cai and Fink (2002) linked to frustration. In the authors' explanation, it is natural for
people to default to the dominating conflict

Communication And Conflict Resolution Within Communications
Sanders Lavell
Capstone Research paper
8/8/2016
Communication & Conflict Resolution
While introducing the study of conflict resolution within communications it is extremely vital for us
as human beings to be able to seek out the defiance and or uncivil disobedience so that then he or
she may begin to eliminate the arising communicative conflict. The way conflict resolution works is
by identifying the problem then next is to evaluate why such circumstances are so, and finally he or
she should seek to terminate the opposition that is causing the conflict. Interactive and or social
conflicts can be thought of in its simplest form, as an incompatibility trait that other humans may or
may not share. Such personality traits may offend and or produce disharmony and or self–
contradictions of one's own self beliefs, goals, and or values by which only then make the
conversation that much harder to bare.
When we as humans thoroughly think about what conflict actually is we can sometimes forget that
conflict operates just like a two way street. While one direction of traffic is traveling towards the
state of pre–opposition, the other flows towards actual conflict behaviors. The prognostics of
communication conflicts are fairly easy to identify. When I think of an individual's commitment to
erupt because of an opposition I first record a step by step analysis as to why he or she is behaving
in such an ill–mannered way. I first would reference his or hers physical behavior while then

Court System Should Use Mediation As An Alternative...
Why the court system should use Mediation as an Alternative Dispute Resolution
Civil lawsuits can happen at any moment out of disputes between business partners, family
members, neighbors and government individuals and it must be followed by certain steps. for
example, pleadings, discovery, trial, and possible appeals. This is how alternate dispute resolutions
were developed. Alternate Dispute Resolutions were developed in response to the expense and
difficulty of bringing a lawsuit. Some examples of resolutions are; mediation, arbitration,
negotiation, mini–trial, fact–finding and using a judicial referee (pg 59). Even though arbitration is
the most common form of resolution, I believe mediation is the best way to reach a settlement for
both parties while saving them time and money. This is of course depending on the case. Three
reasons why I believe mediation is a good form of resolution are First, because the plaintiff has
more freedom to take certain actions before taking their case to trial. Second, because it would end
up being less costly. Lastly, because the plaintiff can gather all ... Show more content on
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I believe the plaintiff has more freedom to take certain actions before taking their case to trial, as
opposed to arbitration, where a third party decides the dispute and the arbitration agreement often
describes a specific procedure that must be followed for a case to proceed through an arbitration (pg
59–60) . For example, a lot of cases are family related problems where there are emotions involved.
It can simply be that both parties are misunderstanding each other or don't know how to deal with a
certain situation. A mediator helps both parties see the other's side of the problem making it easier in
a more relaxed environment, to come up with a settlement, then to take it to

Alternative Dispute Resolution In Court Cases
An Alternative Dispute Resolution not only is beneficial in the fact that it's a less expensive
procedure in comparison to filing for a lawsuit but also because it offers a process that is considered
to be less time consuming. A court system that enforces a plaintiff to have an
Alternative Dispute Resolution before proceeding with their lawsuit in court would benefit both the
plaintiff and court system tremendously. This new enforcement of having an Alternative
Dispute Resolution would give plaintiffs the luxury of not having to deal with all the hassles of
having to go to court. Also, plaintiffs wouldn't have to worry about all the expenses associated with
having to pay lawyers, especially if their cases were to be strung out due to over flow

Literature Review : Chamberlain College Of Nursing Of...
Background Chamberlain College of Nursing of Chamberlain University is a proprietary, healthcare
institution with several campus locations across the United States. The Houston campus was
established in the spring of 2011. It was the first campus in Texas and it was the eighth Chamberlain
campus to open. Today, there are 3 total campuses in Texas and 20 campuses across the country.
Since its establishment, the Houston campus has "helped communities throughout the state respond
to the critical and growing shortage of nurses" (Chamberlain University, 2011, para. 3). From the
time the new campus launched to the present, several leadership transitions have occurred. The
Chamberlain Care motto is first, care for self, second, care for colleagues, and third, care for
students. However, with each leadership transition, the focus of care changes. Based on colleague
feedback, the current leadership team primarily focuses on faculty and desires all colleagues to
primarily care for faculty as well. This shift in Chamberlain Care created conflict among faculty and
staff at the Houston campus. This conflict came to a head on three different occasions: celebratory
events, the clinical placement errors, and colleague recognition.
Literature Review
The Future of Conflict Resolution Brubaker, Noble, Fincher, Park, & Press (2014) assess the
workplace conflict management trends in the United States over the past three decades and predict
the future direction of conflict resolution.

Team Conflict Development : Team Dynamics Theories
In this assignment, student are required to conduct a literature review of team conflict development,
team dynamics theories in support of conflict competence, and provide abilities to effectively
diagnose and address conflicts as they arise
Introduction on the background of the conflict management
One of the major contributors to the study of conflict management is The Thomas–Kilmann Conflict
Mode Instrument (TKI™). The instrument was created to a developed assist to help organizations in
manger conflict. Thomas–Kilmann worked on this project for more than 40 years. Dr. Ken Thomas,
PhD and Ralph Kilmann, PhD, are professors at the University of Pittsburgh. The Managerial Grid
Model of Blake and Mouton, was also developed by Dr. Thomas and Dr. Kilmann. They create this
tool so people would be able to implement the model quickly and the result would be effective.
Their work became the primary measurement of conflict– management and was approval by
hundreds of research studies. Managerial Grid Model of Blake and Mouton sold more than four
million copies The strategies the leaders could use in resolving conflict is understand the issues,
maintain relationships, utilize relative power, and make time to listen, communicate and
compromise.
Statistics are important in the introduction of conflict management. These statistics reveal that
conflict management programs are increasing; for example, nearly 40 percent of companies
reporting avoiding the use of

Team Dynamics and Conflict Resolution Strategies
Team Dynamics and Conflict Resolution Strategies
University of Phoenix Success in many areas of our lives, be it family, education, business, or
leisure, is dependent on successful teamwork. Teams are "a number of persons associated together in
work or activity...a group on one side"(Merriam–Webster, 2008). There are many types of teams,
work teams, school teams, sports teams, families etc. "The fact remains that teams, because they are
made up of imperfect human beings, are inherently dysfunctional"( Lencioni, 2002). This inherent
dysfunction is more commonly referred to as conflict. Working teams/groups need to be able to
resolve conflict quickly and effectively in order to keep the team working well. Therefore,
understanding and ... Show more content on Helpwriting.net ...
Arbitration is mainly for a more serious problem within a team. Most teams never make it to the
point of arbitration. The process is held within a room that is similar to a court room. This is a
process in which the disputes wave the right of a jury.
With the amount of conflict in this world, it is good to know different ways of solving the conflict
quickly and professionally. Negotiation should most always be used at the first step in conflict
resolution. It is the easiest strategy to implement, and has the benefit of keeping the conflict within
the team. When a decision cannot be made, there are times that an impartial third–party needs to be
involved. Mediation is the next step from negotiation and helps bring the opposing sides closer to, if
not make, a final decision by the use of a "fresh pair of eyes". When the conflict almost gets to the
worst place possible then arbitration is the strategy to use. Arbitration brings in the "big guns" with
the use of the arbitrator. This decision is the end–all, legally binding, conclusion of the situation. In
the end, teamwork is the best way to avoid conflicts. When a group of people successfully work
together toward a common goal, while taking in everyone's strengths and weaknesses, they become
a team. "It is teamwork that remains the ultimate

The Appropriate Court For This Lawsuit
The appropriate court for this lawsuit depends upon several factors. Three important considerations
include the following: Personal jurisdiction which allows courts to have jurisdiction over both the
plaintiff and defendant in a case. Specific to corporations, personal jurisdiction only applies in the
state in which the company does business, is incorporated and has it principle office. In Margolin's
suit, personal jurisdiction would not apply because although the company does business in the state
of New York, both Novelty Now and Funny Faces are not incorporated or have principle offices in
this state.
Subject matter jurisdiction allows a court the authority to only hear case that are in regards to a
specific topic. Although restrictive in its ability to hear cases based on the topic, subject matter
jurisdiction can specialize in a specific case type. Courts such as tax, federal claims and bankruptcy
are examples courts which have subject matter jurisdiction.
In reference to the case study, subject matter jurisdiction could possibly apply. Since Margolin suit
claims negligence on the parts of Novelty Now and Funny Faces for using PYR in their product the
case could be heard in a federal claims court. The violation of FDA regulations makes the case a
stronger candidate for this type of venue.
Minimum contact establishes an appropriateness for one state to assert its jurisdiction on a person or
business in another state. When evaluating the facts of the case presented, it

Conflict Resolution Essay
Conflict Resolution
What does conflict resolution mean to me? Conflict resolution is when an impartial or neutral
person puts a plan into action to resolve and settle issues within an organization or a team. In the
business world today a great amount of focus is being placed on employees working as team unit to
increase new ideas, distribute more job responsibilities among a larger group, and most important
create a unified front and camaraderie. Along with advantages there are always disadvantages,
wherever there are teams, there is a chance for conflict. Conflict is almost a guarantee. As long as
team members possess the ability to think independently, there will always be a difference of
opinion. Conflict ... Show more content on Helpwriting.net ...
It is extremely vital to the livelihood of a team for the team members to be able use conflict
resolutions or reach out to another individual who has conflict resolution skills.
Is conflict constructive or destructive? Conflict can be good for a team if the members involved in
the conflict learn some type of lesson about the issue. It also can create a solution for future
problems with different individuals. It can create a sense of unity and fresh ideas on ways to resolve
the conflict. Conflict can also be a very destructive force to an organization if after all is said and
done, conflict continues without a resolution. It creates chaos instead of camaraderie and divides
teams or different groups of people. What causes conflict? There are numerous reasons that conflict
may arise within a team. A team with many different people includes many different personalities,
cultures, values, attitudes, needs, expectations, etc.
In order to resolve conflict it is very important to follow a few steps:
1. Analyze the reason for the disagreement.
2. Create several solutions or options for all parties involved.
3. Make sure all involved agree on the solution.
4. Implement the solution immediately, time is of the essence.
5. Follow up on the situation

Family Mediation And Conflict Resolution Essay
Through a series of lectures, class discussions, reading and research, the objectives of this course
included in–depth examining of the family mediation and conflict resolution process and techniques.
The student endeavored on an educational journey to study mediation within the context of families
as a means of resolving conflicts without resort to adversarial means such as litigation. Focus and
attention was given to family dynamics, child development, the Texas Family Code, family
violence, and facilitating of communication and dispute resolution. The components and benefits of
family mediation and conflict resolution were introduced and thoroughly discussed. Through the
reading of assigned texts, class instruction and lectures, ... Show more content on Helpwriting.net ...
As previously mentioned, unfortunately one of the many issues that one sees in life is conflict.
Conflict is an inevitable part of life. But when conflict is present and tension is high, those involved
begin to "vibrate" and the result, which is conflict, can be ugly and damaging with long–lasting
effects. When people are anxious keeping calm, remaining friendly and using reason to tackle the
issues at hand can be a very challenging thing to do. Being anxious and trying to resolve the conflict
to everyone's satisfaction is always a task. The ultimate goal however is to achieve a "win–win"
situation for all involved. Thus, mediation and conflict resolution is significantly important to all
stakeholders. In this reflection, the student will examine the use of system's thinking and self–
differentiation as a means to successful and productive family mediation and conflict resolution.
In an anxious situation or during the time of conflict the most valuable thing one can do is remain in
control of one's own emotions. It is always important to remember that one cannot change anyone
else; the only person that one can change is self. This can be incredibly difficult, particularly if one
thinks the other party or people involved are being rude, thoughtless, unfair, and/or insensitive. But
it is vital that one keeps cool, manage anxiety, and not meet anger

Advantages And Disadvantages Of Alternative Dispute...
There are different forms of alternative dispute resolutions, each having advantages and
disadvantages. The key to understanding the advantages and disadvantages of the forms of dispute
resolutions is the be knowledgeable of the meaning and the use of alternative dispute resolution.
Alternative Dispute Resolution is said to, "offers parties alternative means of resolving their
differences outside actual courtroom litigation and the costly preparation for it", (Jennings, M., 2015
pg. 101). Arbitration is one form of dispute resolution. Arbitration is defined as the, "oldest form of
ADR and was once the most popular form of alternative dispute, but its increasing costs and time
commitment have found businesses and lawyers labeling it, no different from litigation" (Jennings,
M., 2015 pg. 101). The advantages of arbitration include; the members of both parties agree to have
the same arbitrator, someone both sides trust. Other advantages include; the process of arbitration is
quicker than waiting on a court date, the fees are not expensive as it is when paying court fees, there
is very limited chances that an appeal will happen, and there is more privacy in arbitration compared
to having a trial. The disadvantages of arbitration are; once a decision is made it is final because
both parties gave up the right to an appeal, in some cases the arbitrator fees can be more expensive
depending on the evidence needed, any evidence can be considered in arbitration unlike in court

Mediation Is A Type Of Alternative Dispute Resolution
Mediation is a type of alternative dispute resolution that gives the two disputing parties a third party
to help them discuss and revise their points of conflict. The mediator acknowledges the points of
which the parties are in agreement upon and builds upon those to create a solution between the two
parties. Similarly, arbitration includes a third party that listens to the two disputing parties. However,
in arbitration the arbitrator or the third party gives a final decision. In most cases, the decision given
is binding. This means that "it may not be reviewed or overturn by a court except in very limited
circumstances" (Repa, n.d.). But some parties have been known to agree to a nonbinding arbitration
meaning that the award given can be rejected and the option of demanding a trial can be used.
However, there are cases where the mediator can make a decision that is binding if both parties do
not agree. In some cases, the mediation can be turned into an arbitration. In the majority of
mediation processes, the goal is "to assist the parties with their negotiation, and empower the parties
to make their own decisions" (Negotiation, 2014). The mediator themselves has no real authority
over the two parties. Rather than with arbitration, the arbitrator or the panel gives the final closing
decision that cannot be revoked. This decision is constrained by procedural rulings, if the case was
in litigation the rules would be much stricter whereas mediation is more casual

Peace and Conflict: Advocating the Use of Non-Violoent...
When we are trying to attain world peace, we must first start with peace between individuals as
these relationships are the building blocks of society and nations. Peace can be achieved by non–
violent means or by the use of lethal force. This essay will explore notions of peace and conflict,
advocating the use of non–violent means for resolving conflict. The environmental and social cost of
lethal force is very high and unsustainable. Never the less, there are situations when justice requires
the use of lethal force and examples of these will be discussed. The paper will conclude with the
argument that ongoing life enhancing structural reform is required for the management and the
prevention of future violent conflicts throughout the ... Show more content on Helpwriting.net ...
Now that we have an understanding of what peace is, what then is conflict and how do we resolve
it? What is conflict? The Oxford Dictionary defines conflict "as an encounter with arms, a fight,
especially a prolonged struggle", (as mentioned in Tillet, 1991, p.1). The Chinese symbol of crisis
has two characters, one representing danger and the other representing opportunity, (Lantieri, L. &
Patti, J.1996, p.53). Michael Banks claims that conflict is necessary, as it provides the catalyst for
change and progress in society. Peace education's aim shouldn't be to abolish conflict, but to
facilitate its healthy expression and to bring it within society's control, (as cited in Sandole &
Sandole–Staroste, 1987, p. 260). Karl Marx was one the first people to analyse conflict, believing
that people are creative and generally cooperative, but who face the tyranny of capitalism. Marx
believed that conflict between the bourgeoisie (the owners of capital and means of production) and
the proletariat (the working class) would lead to a revolution, whereby the workers would overthrow
the owners, (Scimecca, 1993, p.214). John Burton speaks of conflict resulting from inherent basic
human needs being unmet and as a perception of incompatible values between the parties, that can
only be resolved through structural changes, (Tillet, 1991,

Third Party Intervention
Third Party Intervention :
Conflict Management In Islam
Mohd Fuad Mohd Salleh, PhD.
Faculty of Business
Universiti Selangor.
The role of third party in conflict resolution has never been refuted. Though conflict can be resolved
by those in conflict, often there is a need for a third party intervention. The qualitative case study
was used to uncover the effectiveness of Sulh in resolving conflict. The research findings suggested
two main criteria for the basis of conflict resolution in Malay married couples: (1) inline with
syariah and laws, and (2) mutual agreement. This study also found that in handling sulh negotiation,
respondents had used cocus and empowerment as the methods to resolve conflicts. As mediators in
the sulh ... Show more content on Helpwriting.net ...
It is less costly compared to litigation (Roberts, 2002).
Third Party
Third party has been widely used in the Islamic community in Malaysia to handle family matters
especially in marital dispute. They have played their role especially in resolving conflict including
civil suit in Syariah Court (Osman, 1999). Previous research showed that third party has played it
roles to resolve conflict among Malays. Some of the examples of the third party are, Imam or
religious leader, Ketua Kampung (Village Head) and the Penghulu (Village Chief) (Syed Hussin,
1977, and Yaacob, 1991). These peoples became the advisor in the Malay tradition to help in
resolving conflict. Most of the time they became the third party that is referred to, for any problem
or occasion in the village. In the extended family, each family was not only depending on their close
family, thus all of them were also considered as family (Yaacob, 1991). The implementation of
Syariah Enactment as well as Islamic Family Law since 1880 then amended in 1885 did not isolate
the role of those parties in any family matters (Ahmad Ibrahim, 1987 and Osman, 1999). Only after
the implementation of Islamic Administration Enactment, the role of third party had shifted from
those mentioned earlier to the Religious Officer appointed by the government.
Skills
A degree in Islamic Law is a basic

Solving The Conflict Resolution : Active Listening And...
help them resolve their conflict. "Arbitration is a time–tested, cost–effective alternative to ligation.
Arbitration is the submission of a dispute to one or more impartial persons for a final and binding
decision, known as an 'award'. Awards are made in writing and generally final and binding on the
parties in the case" (American Arbitration Association).
The Communication Process Communication is one of the key elements of the conflict resolution
process. The most of the conflicting situations are due to a miscommunication. It is why a good
communication must be at the center of the activities of the organizations. In conflict management,
two important elements can help for the conflict resolution: Active Listening and good
communication. Usually; in the conflict, each party would like to win because no one wants to admit
its faults. It is easy to put their own problems on someone else. In such a situation; to get an
agreement, I would use two approaches: Confronting and Compromising. Those approaches will
conduct to an agreement between the parties in a conflicting situation. We will use Active Listening
and better Communication to reach that goal. By listening to each other, they will be able to find out
first the problem; then, the solution to the problem by explaining their motivation and their
inspiration.
The success of a business can be largely dependent upon effective communication within the
organization. Managing communication and promoting healthy conflict

Mediation : A Good Point
opportunity at home to talk to their parents about any problems they are going through at school
such as drugs or being bully. The child can feel safe and get the needed help to stop these conflicts
from getting worst while strengthen their relationships with their parents. Another good point
brought up about third party mediation is that this mediation does not seek to apportion blame but
rather seeks an outcome of compromise and collaboration (Maley, 1995).
Narrative mediation is another type of mediation which can be used to resolve conflict by giving the
opportunity to hear the story from the perspective of the other individual, and in the process finds
out that the other person does not want to be in conflict either, and prefers that the conflict is
resolved (Billikopf–Encina, 2002). This type of mediation is very helpful to show that everyone that
is involved with the conflict is being affected and gives the opportunity for each party to hear how it
is affecting the other individual in a negative way. One situation this mediation can come in handy is
using it at home with parents to help them listen to each other when a miscommunicating happens
such as situation with cheating. When the thought of cheating occurs, each side blame each other for
what happen but if they stop and listen to each other side they can see that nothing happen but was
just the fault of hearing the wrong thing.
Also, this approach can help each party to detach themselves from the conflict

Law Report Alternative Dispute Resolution ( Adr ) & Acas...
Luis Alberto Taborda Felix
GSM Student 38250
Module Business Law
Module PM103
Submitted in full filament of business law Business
Part A
Law Report Alternative Dispute Resolution (ADR) & ACAS Services
Executive Summary:
This study aims to bring together the main alternative dispute resolution, or at least those that have
greater emphasis. The very definition of the term "Alternative Despute Reselution" is not easy, it can
be through it indicate more than one way. This report is to Evaluate and learning from types of
Alternative Dispute Resolution (ADR). And to look at services provided by the ACAS
Introduction
Working the concept ADR, it is unusual vision of the law shall not see through ... Show more
content on Helpwriting.net ...
Mediation is now carried on by lawyers, psychologists, social workers, the most sought precisely the
intimacy they have with family problems.The mediator 's job is to get the parties to dialogue with
each other, and this dialogue will arise, of course, the solution to the impasse. Often the problem is
not the separation itself, more in some act or fact, happened before, stored in the part of the
unconscious, which is detected by the meter, certainly will bring the release, causing them to come
back to at least to maintain the dialogue and thus have a normal relationship.
Conciliation
Conciliation is another method of non–adversarial resolution of conflicts, different from mediation,
because it seeks immediate solution to a particular dispute. The conciliator in reconciling actively
participates in the process suggesting, proposing, giving up solution to the dispute, it is accepted by
the parties ends the dispute. In conciliation the conciliator is not tied to anything, he participates in

an impartial manner, to steer the parties to make the demand. Conciliation is commonly used in
judicial proceedings, both at

Dispute Resolution By Forced Arbitration
Dispute resolution is a term that refers to a number of procedures that can be used to settle a claim.
Conflict resolution procedures are alternatives to receiving a court resolve the dispute in a trial.
People often have to compensate a large fee just to start the arbitration procedure. If they are able to
make an in–person audience, people sometimes have to travel thousands of miles on their own
money to attend the arbitration. In the final stage, the loser often pays the company's legal fees.
Forced arbitration is chosen by companies because it benefits companies. People are frequently
unaware that they've agreed to forced arbitration. Most Americans have accepted good or services or
a job with forced arbitration as a condition. Forced arbitration severely limits consumer choices for
breaking up a conflict. By forced arbitration if any problem comes up, you can't amend that
decision. The contract typically also names the arbitration company that must be used. Forced
arbitration clauses generally bind the consumer and not the company. The way many forced
arbitration clauses are written, the seller retains its rights to call for any complaint to court while the
consumer can only initiate arbitration. Arbitration is a private system without a judge, jury or a right
to an appeal. Arbitrators aren't required to learn the law into account in arriving at their
determinations. There is no appeal of decisions to ensure the arbitrator got it right.
Employees cannot sue for

The Importance Of Interpersonal Communication
In the fast pace of today's living we have encountered vast kinds of relationships hence, we will
maintain an array of roles throughout our daily lives. Therefore, we have to be a well–balanced
communicator as a spouse, as a parent, friend, as a coworker and etc. Interpersonal communication
is a field of study that investigates both nonverbal and verbal message exchange between two people
and it is predominantly important in all types of relationships. We can all agree that personal
relationships are all just a part of being humans. In two studies conducted by Fincham, Beach, and
Danila (2004), there is a correlation with forgiving and conflict resolution. "The studies examined
whether forgiveness in married couples was associated with better conflict resolution. Study 1
examined couples in their 3rd year of marriage and identified 2 forgiveness dimensional (retaliation
and benevolence)".
The studies also describes conflict resolution solutions as the way people resolve their differences.
Successful conflict resolutions will ascertain better skills in communication, negotiation practices
and answer all previously unanswered questions. Therefore, it can be concluded that is a correlation
between forgiveness in married couples and a better conflict resolution. We can further formulate
that forgiveness is positively related to communication in the relationship and negativeness is
strongly related to the psychological aggressions in the relationship. Of course, we can

Students With An Optimum Learning Experience By Creating A...
Chapter Two: Literature Review
Introduction
Professionals in the field of education want to provide students with an optimum learning
experience by creating a favorable atmosphere (Lane & McWhirter, 1992). Dauber and Epstein
stated that a healthy learning environment in school can lead to academic achievement (as cited in J.
Noaks & L. Noaks, 2009). Within existing educational structure opportunities for empowerment of
students is limited, according to Wyness (as cited in Sellman, 2011). Educators spend more time
teaching pupils how to be good citizens when they grow up instead of providing them opportunities
to engage in civic duties at school (Sellman, 2011). Students are citizen too and should be held
accountable for improving their own lives, working conditions, and relationships. This literature
review is presented under the following subheadings: conflict, conflict resolution, peer mediation
research, benefits of peer mediation, and peer mediation downfalls. The purpose of this literature
review is to understand what conflict is and how it can be resolved peacefully. Conflict resolution
can be taught using peer mediation framework to guide teachers and students. Peer mediation can be
a positive experience for students but there are specific points to consider before implementation of
a peer mediation program at school.
Literature Review
Conflict
Trying to carry on a conversation can sometimes lead to people talking over each other and
becoming a waste

What Is Cass Sunstein´s Incompletely Theorized Theory?
Cass Sunstein introduced us to phenomenon known as Incompletely Theorized Theory. This
approach is where people can agree on a specific outcome, but may not agree on the specific reason
they're deciding on an outcome. An approach in which, I think is good for certain circumstances
such as confrontation topics. Well–functioning legal systems often tend to accept a special plan for
constructing agreement amidst pluralism. Members in legal controversies try to produce
incompletely theorized agreements on particular outcomes. They agree on the result and on
relatively narrow or low–level explanations for it. They need not agree on fundamental principle.
They do not offer larger or more abstract explanations than are necessary to decide the case. When
they disagree on an abstraction, they move to a level of greater particularity. The distinctive feature
of this account is that it emphasizes agreement on (relative) particulars rather than on (relative)
abstractions. (44) As an example of "Incompletely Theorized Agreements," Sunstein cites Roe v.
Wade ... Show more content on Helpwriting.net ...
In Scott Shapiro's article, Fear of Theory, he explains that with this strategy, a philosopher must not
take great pains to avoid invoking any unnecessary theoretical claims, for such positions might
prove controversial and endanger the hoped–for consensus. (389) As Sunstein sees it, lawyers have
developed a special strategy for dealing with the fact of pluralism. Instead of answering specific
legal questions by applying controversial moral or political theories to particular fact patterns, legal
reasoners rely on rules and low–level principles of law to settle controversies. Basically what is
being said is, if you're getting stuck on details, talk principles; if you just cannot see eye to eye on
fundamental principles, maybe certain specific proposals will still have an

An Alternative Dispute Resolution ( Adr ) Method
Increased use of mediation on workplace conflicts as an alternative dispute resolution (ADR)
method leads to researches into efficacy of this method in different sectors. While many professional
and practical research works conducted by professional bodies, there is paucity of academic works
(Bollen and Euwema, 2013). With this specification of the area, Bennett's research on the workplace
mediation efficacy for higher education (HE) sector is regarded as a contribution to academic
knowledge base. Bennett researches into workplace mediation process as an alternative dispute
resolution method for higher education (HE) sector. Characteristics of mediation process at HE
sector and reasons for conflicts were argued based on the reports of the ... Show more content on
Helpwriting.net ...
Regardless of increasing interest on workplace mediation, there are limited number of research
works for last two decades (Bollen and Euwema, 2013). Bennett used a number of professional
sources for his research including works from ACAS and CIPD. The positive sides of this references
are 1) considering professional specifications of the area, 2) reviewing the current practical
applications and procedures of mediation and 3) making sense of challenges of workplace conflicts
and mediation for employers and employees. Moreover, workplace mediation with its all detailed
aspects and factors, also it role for as a guarantee for organizational climate and justice is not
examined (Nesbit et al, 2012). Thus, literature review in the paper provides accurately information
about previous research on the topic.
The research was conducted under qualitative research methodology and the main method used was
individual interview. All interviews were held with 36 representatives from 16 universities in the
North England and 4 senior managers from UK's largest mediation services providers. In addition to
mediators and mediation co–ordinators, HR staff, training and development staff and equality and
diversity staff from some universities was involved to the research according to their role in
mediation process. Interview is one the most used method to research into workplace conflicts and
workplace mediation, since it is seen from many previous research papers including the papers on
the

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