Thereare five steps of managing conflict. They include
1.Identifying the origin of the conflict:Having sufficient information regarding a conflict makes it easier inresolving it. One should be guided by a series of questions toextract information regarding a given conflict. For example, askingwhen the incident started and how it occurred. Listening to bothparties helps in understanding of the conflict, hence a way toresolve it (American Management Association, 2014).
2.Looking beyond the situation:Usually, it is not the incident but the viewpoint that causes angerto build and finally result to disruptive evidence of a conflict. Theincident leading to a conflict may be a small issue but the involvedparties may portray it in an exaggerated manner. Understanding andlooking beyond the incident is key to resolving a conflict.
3.Request solutions:after getting the views of both parties, getting opinions on how theparties would like the situation reversed should be the next stage.Ask each of them how the situation can be improved (AmericanManagement Association, 2014). One should be keen on any verbalnuance, body language or any indicators. The main aim of the mediatoris to shift the disputants from finger pointing to finding asolution.
4.Identify solutions that both parties can support:This involves listening to the most common or mutually acceptablecourse of action. Merits and limitations of each idea should behighlighted (Schernick & Bayer, n.d). The action should not onlybe satisfactory to the parties’ point of view, but to the overalldevelopment of the organization.
5.Agreement:as the mediator, one must make sure that the disputants shake handsto agreement of one of the actions identified in step four.Sometimes, it may be necessary to write up an abiding contract whereaction and time span are specified. Also at this step, one should askindividuals to state what action they will take if a conflict arisesin the future and what measures they have in place to preventconflicts from arising (American Management Association, 2014).
Explainhow you would handle the following situations:
Ateam member who does not submit his or her portion of an assignment:let the team member know the consequences that his or her actions hason the overall performance of others and the company. A warningshould be issued in accordance to the company’s work ethics.
Ateam member who does not meet deadlines:Get an explanation from the member and offer any assistance necessaryto ensure no future delays.
Ateam member who wants to control the completion of all assignments:Ensure that the description of the assignment is clear for eachmember to execute their individual assignments.
Ateam member who submits work that is below team standards:Talk to the member and let him know that his work has not been ofquality. Guidance or training should be given if necessary.
Ateam member who does not cite sources:explain to them of the possible consequences of plagiarism and thatsuch work cannot be accepted.
Ateam member who is not open to others` ways of doing things:let the member know that each individual is unique and have their ownways of accomplishing tasks. Their knowledge and contribution to theorganization is equally important.
Apersonality conflict between two team members: Changethe team members to work in different teams. Also let them know thattheir personal differences should not affect their work.
Teammembers who post derogatory messages directed at others:Their differences should be solved using the five steps of conflictmanagement.
AmericanManagement Association (2014 March 16). TheFive Steps to Conflict Resolution.Retrievedhttp://www.amanet.org/training/articles/The-Five-Steps-to-Conflict-Resolution.aspx(Accessed 8/03/2015).
Schernick,B.T & Bayer, C.T.H. (n.d). ConflictManagement.Youth Leadership Development Program.