Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out.
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
CONFLICTS AND MANAGEMENT
Student’s Name:
Institutional Affiliation:
 
 
 
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
CONFLICTS AND MANAGEMENT
Student’s Name:
Institutional Affiliation:
 
 
 
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
CONFLICTS AND MANAGEMENT
Student’s Name:
Institutional Affiliation:
 
 
 
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
CONFLICTS AND MANAGEMENT
Student’s Name:
Institutional Affiliation:
 
 
 
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
CONFLICTS AND MANAGEMENT
Student’s Name:
Institutional Affiliation:
 
 
 
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
CONFLICTS AND MANAGEMENT
Student’s Name:
Institutional Affiliation:
 
 
 
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
CONFLICTS AND MANAGEMENT
Student’s Name:
Institutional Affiliation:
 
 
 
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
CONFLICTS AND MANAGEMENT
Student’s Name:
Institutional Affiliation:
 
 
 
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out
 
 
 
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
 
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
 
 
 
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
 
 
 
 
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.
 
 
 
 
 
 
 
Question A.2
Disagreement between human beings is something that has become a norm. On extreme cases, disagreements can lead to physical harm and even death. It is therefore important to establish the causes of problems and the solutions before it becomes ugly. As in my case, I have had numerous disagreements and encounters with various people and various groups but one case stands out from the rest. There was this particular confrontation I had with my friend because of silly utterances regarding a debt. I owed the guy a small amount of money and in my mind was sure that I would settle the debt. Therefore, instead of giving him a particular date when I would settle the debt, I opted to answer him in a rude way of which I said that I would pay him when I got the money. This was not to be taken lightly and kindly. As he stated thereafter, my words were rude in that it did not matter the time when I would pay the debt, which could be years after. The change of tone was a clear sign that my utterances regarding the date of payment had agitated him.
The fact that I had other debts in the record books not paid only worsened the situation. As a matter of fact, these previous debts only escalated the conflict. This debt had revived those other debts. When the situation was so dire, a fist fight nearly broke out but a third party intervened and the conflict abated when we agreed on the date of payment. During this climax, emotions run high and there was no turning back if a fist fight was to break out.
A.3: A pair of borrowed shoes returned dirty led to war
Every once in a while, a need for something arises.it so happened that one time I was to go out on a date but apparently, I had no pair of shoes that matched the occasion. I asked my friend for his pair of shoe which he gave me with no hesitation but on returning the pair, I forgot to wipe out the dirt accumulated. The unfriendly tone and the agitated voice were a clear indication that all was not well.
I clearly was to blame for the conflict because I forgot to return the shoes in the condition I had borrowed. On the other hand, third parties seemed to be fanning the flames by convincing him that what I had done deserved retaliation. In this, emotions and thoughts at the climax shifted between buying him a new pair of shoes and never asking for help.
The end of the conflict was when I decided to clean the shoes. He seemed to be satisfied with my work and toned down. Would I have ignored and not cleaned the shoes, I presume the conflict would have escalated.
The conflict, as described by Friedrich Glasl, reached its climax on the second stage; the stage of hardening (Friedrich G., 1999). As he states, the stage is characterized by verbal interactions between the arguing parties with the loss of faith in solving the problem also occurring. The conflict escalated no higher than this.
Separating the problem from the people was one of the Harvard principles employed (Fisher & Keashley, 1991). In this, cleaning the shoe was the problem and in so doing, the conflict was resolved. The principle furthermore emphasizes on the mutual agreement.
Question B.1
The application of u procedure conflict management strategy would have really helped in solving the conflict ( Friedrich G., 1982). Basically, the strategy begins by the conflicting parties describing their own points of view regarding the conflict. In this, each argument is brought forth to try and establish the concrete reason as to the grievances. After this comes the stage where there is an analysis of the factual contribution and the influence that the various parties had on the conflict. It is at this stage that what seems to fan the flames of the conflict is established and is meant to enable the leader to have a foothold on the conflict.
The third stage may be described to address the unwritten maxims and the logic behind the behavior basically trying to prove the rightness or wrong of the paths taken (Friedrich G., Confronting Conflict., 1999). After this comes the stage where the maxims are used to establish if they can govern the future behavior of the parties involved and this is usually the deepest and most crucial part of the management strategy. If the maxims are not suitable, the next stage involves the formulation of new maxims and strategies for this type of conflict resolution. The second last stage involves negotiation and ways of sharing the tasks while the last stage sets up the framework for future negotiations.
The procedure would have been the most suitable for the stated conflict. Not only would it have resolved the conflict but it also would have averted future conflicts that may be similar.
B.2
The theoretical model that may be used to resolve the problem would begin by establishing the relevant issues from the individual parties.in this, the individual parties establish the conflicting topics which basically can be emotionally attached to them. Regarding the third party, any interpretations or classifications made are basically irrelevant particularly because of the boundaries established. Therefore, the conflicting parties need to establish the issues that they may view to affect their interest.
Establishing the stages of escalation is meant to help the leader to establish which of the conflicting parties are involved in the escalation. Furthermore, other parties that may have been involved in the conflict but are not drawn to the escalating problem may help to create bridges between the other conflicting parties. All this indicates the resources available for conflict resolution.
Establishing the relationship between the conflicting parties is another important factor that helps in conflict resolution.By establishing the relationship, actual facts are considered that simulate reaction patterns that can de-escalate the conflict (Friedrich G., 2004). Basically, reaction patterns are usually distorted during conflicts and by establishing a common ground on which they stand, a clear way to resolution may be established.
References
Friedrich, G. (1982). The Process of Escalation of Conflicts and the Roles of Third Parties. Conflict Management and Industrial Relations.
Fisher, R., & Keashley, L. (1991). The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention. Journal of Peace Research.
Friedrich, G. (1999). Confronting Conflict. Stroud (UK): Hawthorn Press.
Friedrich, G. (2004). Konfliktmanagement”. Ein Handbuch für Führungskräfte Beraterinnen und Berate. Stuttgart.