BEHAVIORAL SCIENCES - Universitatea de Medicină şi Farmacie

conflict at the start. As pioneering self-help author Napoleon Hill said:
“The most important job is that of learning how to negotiate with others
without friction.”
Duke Ellington had it right when he said, “A problem is a chance
for you to do your best.” To deal with conflict successfully, be concerned
about your own outcomes and also the outcomes for the other party.
Processes of conflict resolution generally include negotiation,
mediation, collaborative law, and arbitration.
The salient features of each type are as follows:
1. In negotiation, participation is voluntary and there is no third
party who facilitates the resolution process or imposes a
resolution.
2. In mediation, there is a third party, a mediator, who facilitates the
resolution process (and may even suggest a resolution, typically
known as a "mediator's proposal"), but does not impose a
resolution on the parties.
3. In collaborative law, each party has an attorney who facilitates
the resolution process within specifically contracted terms. The
parties reach agreement with support of the attorneys (who are
trained in the process) and mutually-agreed experts. No one
imposes a resolution on the parties.
4. In arbitration, participation is typically voluntary, and there is a
third party who, as a private judge, imposes a resolution.
Arbitrations often occur because parties to contracts agree that any
future dispute concerning the agreement will be resolved by
arbitration.
Beyond the peculiarities of each form of conflict resolution there
are some common used strategies for conflict solving. Among success
strategies for conflict resolution are following directives:
Have a high concern for both your own and the other party’s
outcomes, and attempt to identify mutually beneficial solutions.
Know and take care of yourself.
o Understand your perceptual filters, biases, and triggers.
o Create a personally-affirming environment for yourself before
addressing the conflict (sleep, eat, seek counsel, etc.).
Clarify personal needs threatened by the conflict.
o Know your substantive, procedural, and psychological needs.
o Determine your “desired outcomes” from a negotiated process.
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