Conflict Managment/Self Mediation Applicaction - Essay Example

Conflict Management/Self Mediation Application: A Reflection Paper A Reflection Paper Conflicts arise when the interests of people do not coincide. Since each individual is unique in his own way, the potential for conflict in human interactions is high. In organizations, large numbers of people congregate under one roof in a joint pursuit of purpose. The organization then sets itself up to harness the creativity of the people for maximum effectiveness. But, numbers alone do not ensure creativity.

In fact, as the number of people increases, the propensity for conflict and disagreement likewise increase. One conflict scenario in the work setting is scheduling for vacation leave on peak season (Christmas Season). In a particular department, for example, two employees would like to apply for a one-week leave on the week after Christmas so that the leave reaches until New Year. There is potential conflict in deciding whether to grant the leave application, and if so, whose application among the two personnel should be approved; and on what grounds.

A number of approaches have been developed to resolve conflicts in organizations. The choice of a specific approach is contingent upon the situation. Consideration should be given to the balance between the benefits and costs, the need for constructive relationships, and the time available for resolution. To resolve the abovementioned conflict scenario, the self-mediation approach is proposed. According to The Branch Solution (2011), self-mediation approach “is cost-effective and empowers employees to manage the challenges of working inter-dependently. (It is a) a simple yet powerful conflict resolution tool — self-mediation — to manage the differences that impair teamwork, decision-making, and cooperation throughout your organization” (par. 1). The approach uses a four step process, to wit: “(1) Assess: Understand the conflict situation; (2) Plan: Prepare to use a mediation tool to resolve the conflict; (3) Implement: Carry out the plan; and (4) Evaluate: Identify outcomes and follow-up” (iBiz Resources, 1999, par. 13). Therefore, using self-mediation approach, the conflict is proposed to be resolved as follows: 1.

Assess: The conflict situation is defined under the category of scheduling vacation leaves to regular employees. The problem is confounded when two employees are applying to take the leave on the same time frame and tagged as a peak season. The dilemma therefore is would the company approve such leave applications? 2. Plan: To resolve the conflict using mediation, the following factors are considered: (a) company policies on vacation leaves (considering peak season, seniority of employees, and reasons for leave application); (b) demand and supply for personnel during applied leave period; and (c) alternative courses of action.

If, for example, company policies clearly stipulate that employees cannot apply for vacation leaves during peak season, then, the issue is immediately resolved – both applications would be denied. If, there are no stipulations in the company policies, then the alternative courses of action are as follows: Review the reasons for application for vacation leave (given that they are the same – to be with the family during the holiday season, then look for other factors); if the reason for one is to attend to some emergency situation (look after a sick relative or to go to a home country to attend to urgent matters), then determine the urgency and consider priorities.

Review other factors such as the availability of other personnel and their ability to comply with responsibilities during the peak season. (if the rest can accommodate the responsibilities of one employee who would be on leave, then, there is a possibility to grant the leave). Sit down and communicate with both employees to resolve the leave application after evaluating the urgency of the reasons and the ability of the rest of the personnel to respond to the demands of the peak season. The leave application of the other personnel, whose application was denied, could be rescheduled to a more feasible date subject to agreement of the employee and the manager. 3. Implement: Approve the vacation leave application of one employee with the most urgent and valid reason given that the rest of the personnel could handle the work load.

Communicate the reasons why one’s leave application was granted and why the other employee’s application was denied and reschedule the approval of the vacation leave. 4. Evaluate: Determine the results of the granted leave during the period and assess whether future leave applications on peak seasons could be accommodated. Otherwise, strictly disallow leave applications during this period and explicitly include this under the company policies on vacation leaves. Conclusion The self mediation approach in conflict resolution is an effective and appropriate technique whose resolution would secure valid support for arguments and contentions.

As the HG.org emphasized, “mediation, a form of alternative dispute resolution (ADR), aims to assist two (or more) disputants in reaching an agreement. Whether an agreement results or not, and whatever the content of that agreement, if any, the parties themselves determine ”rather than accepting something imposed by a third party” (HG.org, 2011, par. 1). Therefore, this form of conflict resolution ensures that results are acceptable to all the parties involved. References HG.org. (2011).

Definition of mediation. Retrieved June 29, 2011, from http://www.hg.org/mediation-definition.html iBiz Resources. (1999). Coaching in Workplace Mediation. Retrieved June 29, 2011, from http://www.familybusinessstrategies.com/articles02/3192c.html The Branch Solution LLC. (2011). Conflict Management Training. Retrieved June 29, 2011, from http://www.thebranchsolution.com/SAM.html