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Conflict Resolution

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Conflict Resolution

Conflict in any organization is inevitable when persons of varied opinions, backgrounds,

and values get together for one common objective. In the organization, conflict has persisted for

almost a year, starting with disagreements over the types of events the organization should

sponsor and escalating into severe accusations of bias based on race, culture, social status, and

religion. Ineffective resolution of conflicts can have extensive adverse implications since the

same limits elements such as effective collaboration in the work environment (Adham, 2023).

The conflicts threaten the leadership team's ability to function effectively, leading to writing a

complete conflict resolution plan that focuses on the causes. It selects an appropriate conflict

resolution style and outlines negotiation strategies to resolve the issue at hand and restore

organizational harmony is essential.

Causes of Organizational Conflict

The first step toward any resolution of the conflict is the identification of its original root

causes (Wang & Wu, 2020). The conflict started because of differences of opinion about

activities the organization should support. It is a relatively minor issue that has grown into a

more significant concern as several members of the leadership have raised accusations of

discrimination based on race, culture, social status, and even religion. Such accusations are

causes of more profound interpersonal and cultural differences in the leadership group. Personal

values and belief differences, particularly the ones touching on sensitive areas like race and

religion, often lead to misunderstanding, distrust, and escalation.

The inefficiency of the leading team in managing such differences has led to a long-time

and open conflict. It is publicly affecting the internal working and public image of the

organization. Another probable reason for the conflict is the need for more communication
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between the members. The conflict worsened as members continued with misunderstandings,

and any common ground was further away. The accusations of bias against each other caused

some members to feel marginalized, further establishing divisions in the team. It will likely

continue undermining the team's ability to work together if not addressed. Conflict will arise,

leading to more dysfunction in the broader organization.

Effects of Conflict on the Organization

The continuing conflict is seriously undermining the organization. Output of employees

in the various settings can be extensively and adversely impacted (American Management

Association, 2024). First and most importantly, the incapability of the leadership team to work

out differences harms the team's cohesion. When the leaders publicly show that they are divided

over the organization's direction, it creates a sense of instability and uncertainty that can be

highly discouraging for staff and volunteers. It ultimately leads to decreased productivity because

people become less motivated to work in an environment filled with friction and tension. The

conflict makes it hard for the organization to pay attention to its mission and goals. When

leadership is involved with internal disputes, attention is diverted from the work the organization

should tackle. It affects day-to-day operations and could damage the organization's reputation,

especially in cases where the conflict became public, which, in that case, it did. It could result in

stakeholders such as donors, partners, and the community needing more confidence in the

organization's ability to fulfill its mission. Support would be lost, so resolving the conflict is

essential for restoring internal harmony and ensuring the organization's long-term viability.

Conflict Resolution Style

The conflict requires rebuilding trust and teamwork among the leadership. A

collaborative conflict resolution style best suits the nature of the case. Collaboration involves
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both parties working together to find a mutually satisfying solution. Unlike other conflict

resolution styles, such as avoidance or accommodation, collaboration deals with the root causes

of the conflict. It thus provides a more permanent solution rather than a temporary one.

Collaboration is necessary since the conflict is not superficial but deep-seated, involving race,

culture, and religion (Coleman Chen-Carrel & Regan, 2022). The collaborative approach would

ensure that sensitive issues are openly discussed and shared honestly by the leadership team to

foster mutual understanding and respect. In such a collaborative process, trust is rebuilt. In the

future, the creation of a shared vision can be revisited and reinvented by the team by finding a

mutually satisfying solution. It will take time, but it is the only way the conflict resolution can be

long-lasting. The key conflict resolution strategies alternatives that can be considered for

integration in the organization include interest-based negotiation, and mediation.

Interest-Based Negotiation

The approach focuses on what the parties to the conflict want as opposed to the positions

that they take. In many cases, it is beneficial to transcend the conflict at the conscious level to

find out how and why the conflict started in the first place. It implies that the parties can meet

each other's needs during the negotiation process and get what they want. For example, suppose

the conflict is based on allegations of bias for race or religion. In that case, interest-based

negotiation entails the parties being open to finding the standard solution.

This is one of the approaches that can be considered for integration in the organization.

Implementation will take the form of exploring the root causes as well as effective identification

of needs. “An interest-based negotiation is one in which parties share the interests that underlie

their grievances and try to jointly negotiate a solution.” (Harvard Law School, 2024). With the

issue at hand, one of the effective approaches would be to assess the input on the events that each
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executive believes ought to be supported. The insights shared ought to be comprehensive

including arguments as to why one event ought to be supported as opposed to the other. A

discussion will then be held pertaining to the justifications in place and an attempt to arrive at a

compromise made. Effective realize of this will be a significant milestone setting a framework

that can be used even in the resolution of future issues.

The other key issue pointed out and which is affecting the organization relates to the

possibility of there being bias against different executive leaders. Such is a significant concept as

it can foster ineffective collaboration in the leadership. Past research has shown that effective

collaboration among the leadership directly correlates with other elements such as performance

(Maalouf, 2019). Failure to address the bias will mean that there is ineffective collaboration.

Interest based negotiation can be applied to the resolution of this issue. This will take the form of

the executives highlighting the needs that they have as well as their perceptions on what non-bias

treatment in the organization would look like. The perceptions that the executives have

pertaining to what non-bias treatment looks like falls in the interests category. Identification of

the same will allow for the determination of how the same can be accommodated as well as what

can be done to mitigate negative output elements causing the perceptions of bias. Such will then

be coupled with the identification of effective intervention measures that will ensure overall

effective resolution.

Mediation

A third party or mediator helps the parties involved branch to the issues of the problem

while minimizing power relations. Using a third party, the negotiating process can be facilitated

so that all voices are heard while keeping the discussion focused on the problem's solution

(Blank, 2020). A neutral third party as a mediator is handy when the conflict is sensitive.
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Choosing mediation reduces the chances of bias while making interventions to assist the clients

in coming up with constructive solutions to the conflict.

The first step in addressing the issues plaguing the organization using this approach will

be the selection of a mediator. The executive will discuss and agree on a neutral party that will

take part in the resolution. The other step after selection of the mediator will be an extensive

discussion pf the prevailing issues with the aim of determining possible solutions that can be

sought. The mediator will either propose possible solutions or have the executives brainstorm

solutions. The solutions will then be discussed at length with the aim of exploring possible

sustainable solutions. Effective mediation approaches have been associated with possibilities of

significantly promoting positive outcomes including the setting up of appropriate communication

avenues (Allotey, 2024). Mediation will thus likely set up structures that will be effective in

determining how conflicts will be addressed in future as there will be the stipulation of concepts

such as communication avenues that can be used in future to address arising issues.

Likely Outcomes

The organization will likely benefit from several aspects of the collaborative conflict

resolution style, and the above negotiation strategies can be implemented. Communication

within the management team is bound to improve. The team members can fully understand the

other person's perspective and determine the root cause. It will go a long way in helping rebuild

trust and creating an inclusive, respectful environment within the team. The accusations of bias

are likely to be addressed and resolved more substantively. Solutions explored by the team will

likely dig into the interests and concerns of all parties, which will take care of the causes. It

would not only resolve the current conflict but also avoid the emergence of similar issues in the

future. Productivity and focus on the organization's mission are likely restored. Now that the
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conflict has been resolved, the leadership team can turn attention to the work the organization is

supposed to do. It would improve morale and ensure that the organization remains in a position

where it can be of practical service to its stakeholders.

Conclusion

The root cause of the conflict, the right style of conflict resolution, and negotiation

strategies must be addressed in making amends within the organization. The leadership can

remove the differences and restore calm in the organization by applying interest-based

negotiation, and mediation. It will likely include improved communication, resolution of biases,

and a refocused approach to the organization's mission elements that go a long way in its long-

term success.
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References

Adham, T. K. (2023). Conflict resolution in team: Analyzing the of conflicts and best skills for

resolution. Scholars Journal of Engineering and Technology, 11(08), 152–162.

https://doi.org/10.36347/sjet.2023.v11i08.001

Allotey, J. (2024). Impact of Mediation Techniques on Conflict Resolution Outcomes in

Workplace Disputes in Ghana. European Journal of Conflict Management, 4(1), 24–34.

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American Management Association. (2024). The five steps to Conflict Resolution | AMA. AMA.

https://www.amanet.org/articles/the-five-steps-to-conflict-resolution/

Blank, S. (2020). Managing organizational conflict. McFarland. ISBN 97814766379

Coleman, P. T., Chen-Carrel, A., & Regan, B. M. (2022). A New Conflict-Resolution Model to

Advance DEI. MIT Sloan Management Review, 64(1), 1-7. https://diversityatlas.io/wp-

content/uploads/2023/08/2022-A-New-Conflict-Resolution-Model-to-Advance-DEI.pdf

Harvard Law School. (2024). Interest based negotiation. PON.

https://www.pon.harvard.edu/tag/interest-based-negotiation/

Maalouf, G. Y. (2019). Effects of collaborative leadership on Organizational Performance.

International Journal of Multidisciplinary Research and Development, 6(1), 138–144.

https://doi.org/10.22271/ijmrd.2019.v6.i1.25

Wang, N., & Wu, G. (2020). A systematic approach to effective conflict management for

program. Sage Open, 10(1). https://doi.org/10.1177/2158244019899055