2
CONFLICT STRATEGY ASSIGNMENT
Executive Summary
There will be conflicts and friction in employment if individuals have divergent viewpoints.
Every issue, whether it arises within the workplace or everyday life, must be settled whenever
feasible. Even if avoiding confrontation entirely is not feasible, one must constantly try to get along
peacefully with classmates and colleagues. The managerial staff is responsible for maintaining
appropriate methods0and guidelines that can assist in reducing disputes when an emergency arises.
Some interpersonal abilities and methods exist that can prove effective in resolving problems (Fisher
et al., 2011). There is bound to be disagreement in the corporate world, no matter what industry one
works in. Conflicts can be classified as either unhealthy or healthy. For someone to handle an issue
and come to a mutually agreeable conclusion, they must first determine the dispute before they speak
honestly about it. Conversations will help address the problem rather than harm, using interaction
methods (Ayoko et al., 2021). In the interpersonal dispute I am examining, I disagree with an
individual who solely examines his own interpretation of the issue and ignores the opposing side. We
have remained at odds for the past couple of weeks, and I genuinely desire to work with him to move
our relationship forward. I can shepherd in an approach that respects Christ and makes certain both
parties feel represented.
3
CONFLICT STRATEGY ASSIGNMENT
Conflict Strategy Assignment
People's behavior has historically been fundamentally characterized by competition. In
addition to navigating the inherent tension in ourselves, people must learn how to resolve
disagreements whenever they happen most constructively (Knoblock, 2020). My accomplice and I
have been constantly at odds over choices that will affect our communication for the past two weeks.
Our friendship is0going ahead. We cannot reach any consensus regarding how to proceed as a team,
and we only perceive opposing viewpoints when we dispute. I think the dispute I'm in maybe settled
permanently with the aid of all three works offered for this class and the related concepts to proceed
into transition. The required answer is to support development by comprehending every aspect of the
debate.
Keep individuals away from the issue.
Each negotiation had a pair of passions: the connection and the subject matter. In a
dispute, the goal is to search for answers that benefit the two sides while letting individual
attachments drive change. To do that, you must keep your emotions separate from the issue.
Everyone who engages in conciliation negotiations does so to satisfy both the individuals
concerned and the issue itself—for example, by raising earnings (Fisher et al., 2011). Actual
mediation, conversely, results from excluding one's feelings from the discussion and
concentrating only on what is beneficial for both sides—that is, whatever can enable them to
gain something while resolving the problem (Knoblock, 2020).
Create an impact when you apologize.
It is time to ask God for upward compassion and then ask the people we offend for
lateral reconciliation. In addition to learning how to regret, we also need to discover how to do
it in a manner that pleases Christ. We need to apologize with meaning and sincerity, and the
4
CONFLICT STRATEGY ASSIGNMENT
sole method to do this is to ask Jesus for mercy to demonstrate genuine compassion in our
hearts before asking another person for pardon. Arguably, apologizing is the most crucial step
in figuring out the source of the disagreement and trying to prevent it from happening again.
Linking resolve and revolution.
While metamorphosis points us in the direction of shift, resolve frequently
concentrates on the issues that are currently in front of us. This is essential when solving an
issue that will assist you in resolving the current one. However, given that the persons
involved are eager to undergo a reformation and willing to alter, it may assist with future
dispute reduction. Moreover, mediation does not always include healing. It is not an assurance
that both sides will mend their differences after they have moved beyond their disagreement.
Instead, it needs to be a decision to shift and adapt, resulting in a genuine resolution and a
genuine shift in disputes (Liderach, 2003).
Actions of Peace
God's response to discord between His people is a servant-hearted attitude. Genuine
transformation can only come when both sides are prepared to express regret via their deeds
and demonstrate that they genuinely wish to pursue an improved, forward-thinking
connection. Being an actual human does not mean submitting to a different person; instead, it
demonstrates your willingness to go above and beyond to resolve disagreements and
strengthen bonds with others (King James Bible, 2017).
Never haggle over responsibilities.
Another strategy to assist you in negotiating and ultimately winning over a problem is
not to make concessions on your perspective of the issue in a dispute before considering the
opposing side. Your commitment to your beliefs increases as you clarify and strengthen them
5
CONFLICT STRATEGY ASSIGNMENT
versus criticism. This is risky behavior, and genuine negotiation can never result from
concentrating on a single side of the debate or one viewpoint (Fisher et al., 2011). Either side
needs to be receptive to counterarguments that directly oppose their own, and all possibilities
must be considered to determine the optimal course of action between the two sides in dispute
(Ayoko et al., 2021).
Proverbs 17:14, "Starting a quarrel is like breaching a dam; so drop the matter before a dispute
breaks out" (King James Bible, 2017). Acquiring the skill of dispute resolution the scriptural approach
—Christ's manner—allows Christians to remain composed while speaking modestly in a calm,
sympathetic approach. Chaos, discord, rage, retaliation, rumors, and cruelty are all results of
unaddressed conflict—Satan's method. When we act in a follower manner and oppose the devil, the
adversary backs off temporarily. We should avoid letting him gain traction, as he will return with a
fresh plan. In this process, we should not anticipate an apology or a request for pardon from the other
individual. However, when we accept without holding any grudges or ulterior motives, it often catches
the other person off guard. This unexpected act of seeking pardon is a disarming gesture that can
diffuse any tense moments in the conversation.
6
CONFLICT STRATEGY ASSIGNMENT
References
Ayoko, O. B., Zhang, Y., & Nicoli, J. (2021). Conflict and socio-cultural adaptation: The
mediating and moderating role of conflict communication behaviors and cultural
intelligence.0The International Journal of Human Resource Management,033(17), 3451–
3491. https://doi.org/10.1080/09585192.2021.1910535
Fisher, R., Ury, W. L., & Patton, B. (2011).0Getting to Yes.Penguin Books, Inc. ISBN-13: 978-
0-14-311875-6
King James Bible. (2017). King James Bible Online. https://www.kingjamesbibleonline.org/
Knoblock, N. (2020). Frameshifting.0Pragmatics & Cognition.,027(2), 364–386.
https://doi.org/10.1075/pc.19013.kno
Liderach, J. P. (2003). Little Book of Conflict Transformation. Good Books. ISBN-13: 978-1-
56148-390-7
Powered by TCPDF (www.tcpdf.org)
