PLEASE REVIEW DISCUSSION GUIDELINES ATTACHMENT BEFORE WRITING RESPONSE…STRICT GUIDELINES HAVE TO BE FOLLOWED TO RECEIVE FULL CREDIT!!! COM 665 Discussion Participation October 2015.docx
Effective communication can be the linchpin to productive alternative dispute resolutions. Effective communication can be defined as a two-way information sharing process, which encompasses sending messages that are straightforwardly understood by the receiver. This method has helped me in the past when a co-worker and I miscommunicated on how customer notes should be recorded. The co-worker in question had stopped communicating with me, which was very strange based on his character. I engaged him in positive and compassionate conversation, and together we were able to resolve the conflict, we also enacted a better process for system notes. Based on slide three entitled alternative dispute resolution, it is revealed that when individuals do have the right during alternative dispute resolutions, they can arrive at their own agreements. Effective communication is constructive during this process (Dailey, 2016).
Five years ago my manager and I came into conflict when a sizeable amount of tasks were passed down with no additional direction attached to them. I entered her office and explained my confusion about the order in which the tasks need to be completed. We conversed for an hour going back and forth about the origin of the confusion, and put in place a procedure in which the order of work should be completed. The mediation metamodel’s interaction dimension dialogue section discloses that the ability for both individuals to communicate positively while respecting each other, lends to a prosperous outcome with both parties resolving the conflict themselves (Alexander, 2008).
The article by Charkoudian observes the numerous approaches to meditation from two selective studies. The first in which was taken by the mediators themselves, and the second taken through years of research observing the actual mediations. Both studies reveal some level of effective communication, whether it was through the mediators or through the parties involved in the act of mediation. Effective communication is used to reach an agreement within both studies and seems to be advantageous during the mediation process. This article reveals that there are different perspectives on effective communication and could also reveal that there are different levels of effective communication (Charkoudian, 2009).
Can mandatory mediation disrupt effective communication? This question is based within the article on the psychological perspective of conflict management. Based on a portion of this article, it is frequently difficult to reach an agreement when mediation is mandatory, as it often is. Making mediation mandatory among individuals within an organization forces them to become more effective communicators. This process opens the door to resolving conflict by helping individuals achieve collectively what they cannot achieve individually (Goldman & Cropanzano, 2008).
Africa is experiencing this identical trend from lengthy court system cases, to individual alternative dispute resolution dialogues. Mediators receive a thorough education, which includes communication dynamic tactics. These mediators learn to express ideas clearly while transmitting information, and also learn to observe the shifting and changing of those messages. It is believed that this training in dynamic communication will lead to more positive alternative dispute resolutions (Uwaize, 2011).
Word Count 498, not including the references.
Alexander, N. (2008). The mediation metamodel: Understanding practice. Conflict Resolution Quarterly, 26(1), 97-122.
Charkoudian, L., de Ritis, C. et al. (2009/Spring). Mediation by any other name would smell as sweet – or would it? The struggle to define mediation and its various approaches. Conflict Resolution Quarterly, 26(3), 293-316.
Dailey, W. (2016). [PowerPoint] Slide 3.
Goldman, B.M., Cropanzano, R., et al. (2008). The role of third parties/mediation in managing conflict in organizations. In C.K.W. de Dreu & M.J. Gelfand (eds.) The psychology of conflict management in organizations. New York, NY: Taylor and Francis Group. Pages 291-319.
Uwazie, E., & National Defense University. Africa Center for Strategic Studies. (2011). Alternative Dispute Resolution in Africa Preventing Conflict and Enhancing Stability /.