Conflict Resolution and Management: Initial Learning Brief Essay Example
8INITIAL LEARNING BRIEF
Conflict Resolution and Management: Initial Learning Brief
Question 1: Please introduce yourself and explain what experience, knowledge, or skills relevant to this subject you already have?
My name is (insert name) and I am a student for this course. I am looking forward to having great fun in the course of pursuing relevant information concerning conflict resolution processes. I aspire to use my skills and expertise as well as accrued knowledge to develop the knowledge and enhanced skills with the aim of analysing, managing, and resolving disputes or conflicts in a wide variety of contexts. I am ready to work in the profession dealing directly with conflict as well as other professions demanding conflict management skills. In order to succeed in this course, I will focus on the integration of my experience in the research organisation and execution. I have had the opportunity to organise and execute different research activities. This tendency continues to enhance my skills in the referencing issues. In addition, I have valuable information about plagiarism and effective mechanisms towards its limitation. In the pursuit of this knowledge, I believe that my awareness and skills of referencing and plagiarism would be ideal for the assessments and presentation of valuable research papers.
In addition, I would use my English proficiency in understanding and contributing to the diverse discussions in relation to the conflict resolution processes. This is vital towards elimination of social isolation within the context or environment of learning. Moreover, I have substantial knowledge in relation to conflict resolution techniques with the aim of enhancing effectiveness and efficiency in the service delivery. One of the techniques I have in mind with reference to conflict resolution is the tendency of involving a third party in the arbitrary process. Parties in a conflict situation are often in need of a third party to play the role of a neutral party in conflict management process. Whenever the conflicting parties are engaged in their differences it becomes difficult for the said parties to design a constructive solution. Third party can comprise an individual or a group of people who assist conflicting parties in their endeavours to negotiate and successfully reach an agreement. The third party takes up the role of a mediator and a facilitator in such a situation. He is a facilitator because he provides guidance. He is a mediator due to his level of expertise in the process of conflict resolution. For effective conflict resolution, the interests of the conflicting parties must be the primary concern of the mediator. This requires special attention to rapport, strong communication and interpersonal skills. These techniques and skills will enhance my chances of succeeding in this course. Furthermore, I have quality communication skills that would improve my opportunities in dealing with direct and indirect conflict resolution and management after the completion of this valuable course.
Question 2: What are your expectations for this subject?
I have diverse expectations in relation to the course of conflict resolution processes. I tend to acquire substantial information for the understanding of adequate mechanisms for handling and managing direct and in direct conflict or dispute issues. What do you hope to learn and achieve?
In the course of pursuing this academic program, I hope to acquire substantial techniques and skills in assessing complex as well as related theories of conflict management and resolution. This will enhance my understanding of the theoretical perspectives and relevant standards for professional practice in the conflict management as well as resolution. In addition, I hope to learn how to analyse complex conflicts and diverse conflict or dispute management systems critically. I also hope to acquire essential knowledge and expertise to be in a position that I would offer specialized advice to assist individuals, group, and organisations to manage conflict or dispute through constructive mechanisms and systems. I hope the course will enhance my communication to interact, facilitate, and support people in personal, group, organisational and cross-cultural conflict issues. I intend to acquire substantial knowledge and skills to be able to reflect on my capabilities with the aim of understanding the course better. How do you hope to learn / achieve it?
In the course of achieving these expectations, I intend to adopt and integrate diverse and comprehensive learning approach. One of the essential mechanisms towards the achievement of these expectations is the utilization of communication skills to interact and communicate effectively and efficiently during the class discussions. In addition, I would focus on attending the class schedule for the opportunity to learn and reflect about new concepts in relation to conflict resolution and management. I intend to read the allocated course reading with the aim of enhancing my understanding and interpretation of the concepts and critical facets of the course. This would be ideal for the achievement of the goals and objectives of the course in relation to conflict resolution and management. I also intend to join and participate in valuable group discussions with the opportunity of enhancing my understanding as well as integration of the course concepts. Apart from lecture notes, I intend to execute online research activities for massive understanding of the diverse concepts in relation t conflict management and resolution.
Question 3: What factors do the authors Sander & Rozdelczer and Spencer & Hardy suggest are useful in assessing a dispute resolution process and what do you think of these criteria?
The process of finding solution to any problem depends on the dispute resolution techniques that the conflicting parties choose to consider with an objective of ensuring lasting peace. This is enhanced by what Sander and Rozdelcezer, Spencer and Hardy call the tips that are useful in the assessment of a conflict resolution process.
According to these authors, there are diverse options in relation to dispute resolution processes. These options include negotiation, mediation, arbitration, conferencing, conciliation, conflict coaching, facilitation, collaborative law, and family DR. In order to select an appropriate option for dispute resolution, professionals have to adhere to and comply with critical factors or criteria for the achievement of the goals and objective of the resolution and management process (Sander & Rozdeleczar, 2005). One of the critical factors for consideration is the effectiveness and efficiency of the process to achieve the required objective. If a conflict resolution process has the ability to deliver quality resolution and management of the dispute then it is an effective and appropriate tool for the handling of the dispute.
It is also essential to consider the effectiveness and efficiency of the process towards handling the demands of the conflict. It is essential to note that conflicts or disputes differ in relation to their complexities. This makes it essential to adopt and implement an effective tool towards effective resolution and management of the dispute or conflict. For instance, one process might be effective in handling one conflict while inappropriate in the course of another dispute (Spencer & Hardy, 2009). This indicates that mediation and negotiations might not be fruitful in handling similar conflicts. The approach ensures that professionals adopt and implement critical solutions for the achievement of the goals and objectives with reference to conflict resolution and management. It is also essential to consider the cost and duration of the resolution management in the course of assessing the most effective tool in resolving and managing conflict cases.
In conclusion, the process of assessing any dispute resolution criteria Sander and Rozdeleczar (2005) assert that it is important to understand critical factors of efficiency and effectiveness of a conflict resolution process. This will help professionals in arriving at criteria that is certain of achieving the intended goals and objectives at a relatively lower cost (Spencer & Hardy, 2009).
Question 4: What other aspects/criteria do you think are important to consider when assessing a dispute resolution process?
Professionals in the field of conflict resolution have a responsibility of ensuring that they conduct an assessment in the process of selecting the best approach. Other than those identified by Sander and Rozdeleczar, Spencer and Hardy, it would be essential to understand the factors to consider in the process of assessing dispute resolution techniques
In spite of this effective analysis, it is essential to note the existence of factors in assessing a dispute resolution process. One of the most effective factors of this assessment is the satisfaction of the disputing parties on the process. The satisfaction of the disputing parties have the tendency of affecting the outcome of the process in resolving and managing the dispute in a professional manner. It is also essential for the conflict resolution to concentrate on the evaluation of the effectiveness and efficiency of diverse processes with the aim of limiting the chance for an error in the essence of understanding and solving the dispute. I believe that it is also vital for the disputing parties to have substantial knowledge and information on the essential concepts of the conflict with the aim of achieving success in the process of solving the dispute (Bunker, 2005).
“Going to the balcony” is an expression used in advising the parties concerned in a dispute not to make decisions at the heat of an argument. They need to take a step back and reflect upon their wits this is essential since it enables the concerned parties to look at the problem from an objective perspective. The balcony is a figure of speech referring to mental attitude of detachment. From the balcony, one can engage in an objective evaluation of the problem as if they were of the third party. One party can think in a constructive way that both parties can use to resolve the problem (Bunker, 2005).
This will enhance the ability of the dispute resolutions or processes to address the needs and preferences of the disputing parties while limiting the resources as well as time in the completion of the objective and achievement of the target among the disputing parties. It is also essential to consider the likelihood of the dispute occurring again among the parties. This will enable the relevant authorities to adopt and implement the essential issue or process in handling the conflict in effective and efficient approaches. Finally, dispute resolution processes should consider the likelihood of the disputing parties coming together for the achievement of the goals and objectives (Bunker, 2005).
Bunker, B, (2005). ‘Managing Conflict Through Large-Group Methods,’ in The Handbook of
Dispute Resolution (Jossey Bass, 2005) p757-780
NADRAC, (2012). “Your Guide to Dispute Resolution: Commonwealth of Australia.” http://www.ag.gov.au/LegalSystem/AlternateDisputeResolution/Pages/default.aspx
Spencer, D. & Hardy, S., (2009). Dispute Resolution in Australia, (Thomson Reuters, Sydney, 2nd ed). Chapter 1, pp 1-25.
Spencer, D. & Hardy, S., (2009). Dispute Resolution in Australia, (Thomson Reuters, Sydney, 2nd ed). Chapter 2, pp 51-55.
Sander, F. & Rozdeleczar., (2005). ‘Selecting an appropriate dispute resolution procedure,’ in the handbook of dispute resolution, p 386-406.
Spencer, D. & Hardy, S., (2009). Dispute Resolution in Australia, (Thomson Reuters, Sydney, 2nd ed). Chapter 3.
Spencer, D. & Hardy, S., (2009). Dispute Resolution in Australia, (Thomson Reuters, Sydney, 2nd ed). Chapter 4.
Spencer, D. & Hardy, S., (2009). Dispute Resolution in Australia, (Thomson Reuters, Sydney, 2nd ed). Chapter 7.
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