Family Business Mediators

Conflict is a natural part of human affairs. We often try to avoid it, but when we embrace and work through conflicts, this can lead to new levels of creativity in the workplace.

The problem is that most people do not have very good conflict resolution skills.  They tend to get defensive and too personal and they don’t believe in the possibility of win/win solutions.

So when two people have a conflict in the workplace, it is often necessary to meet with a neutral third party who can facilitate a mutually agreeable solution.  In this article, I will teach you the basics of how to do third party facilitation.

It is a very useful skill to have because resolving conflicts successfully strengthens teamwork and morale.  It also tends to raise productivity and reduce absenteeism and turnover.

Before I begin, I would recommend that you do some reading to gain some basic concepts and skills.  I would recommend Getting to Yes, the classic negotiating book by Roger Fisher, William Ury, and Bruce Patton, and Forgive for Good by Fred Luskin.  These are very useful books in this area.

Prior to the Meeting

Technorati Tags: mediation and third party conflict resolution, third party conflict resolution, workplace conflict resolution

October 3, 2007
Speaker: Russell Korobkin, Professor of Law, University of California, Los Angeles
Presented by: Center for the Interdisciplinary Study of Conflict & Dispute Resolution (CISCDR)

Summary: CISCDR Distinguished Scholar-in-Residence Lecture

For the last quarter-century, the heart of negotiation theory has been that negotiators should emphasize integrative bargaining approaches, known as “problem-solving,” “value creating,” or “win-win” negotiation, while setting aside tactics that attempt to claim value at the expense of the other negotiator.

What are the common tactics for achieving integrative potential in negotiations?
What is the potential for gains at the bargaining table, using distributive tactics?
How can negotiators choose the most appropriate method for the situation?

At the University of California, Los Angeles, Russell Korobkin teaches Negotiation, Contracts, and Health Care Law. This year, he is a visiting professor at Harvard Law School. Prof. Korobkin regularly teaches abbreviated negotiation courses at universities in the U.S., Europe, and Australia, conducts negotiation training workshops for lawyers, and provides mediation services.

He authored the textbook Negotiation Theory and Strategy (Aspen Law & Business, 2002) and more than 40 scholarly articles on negotiation and other topics, including “Roadblocks to the Road Map: A Negotiation Theory Perspective on the Past Failures and Future Prospects of Land for Peace” (Yale Journal Of International Law), “Psychological Barriers to Mediation Success” (Ohio State Journal of Dispute Resolution), “Aspirations and Settlement” (Cornell Law Review), and “A Positive Theory of Legal Negotiation” (Georgetown Law Journal). Prof. Korobkin received his B.A. and J.D. degrees from Stanford University, clerked for the Honorable James L. Buckley of the U.S. Court of Appeals for the D.C. Circuit, and worked as an associate at the law firm of Covington and Burling in Washington, D.C.

Duration : 1:3:57

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Technorati Tags: bargaining, Case, Center, CISCDR, Conflict, dispute, Integrative, Interdisciplinary, law, Reserve, resolution, school, study, university, Western

From the Ad Council:

“What is named as the top school trouble of kids 8-15? Homework? Cafeteria food? Neither it’s bullying. And with the rapid rise in electronic communications, cyberbullying using the Internet or mobile devices to send or post harmful or cruel text or images has become a serious issue.

The cyberbullying prevention campaign targets 12 and 13-year-olds, particularly girls, urging them to put an end to the cyberbullying chain. Tweens and teens can be lured into such behavior because it takes place in a virtual world. In fact, because they don’t realize the tangible consequences, some don’t even recognize these hurtful actions as bullying. These new PSAs including viral videos help them realize that if they wouldn’t say it in person, they shouldn’t say it online.

The bullying prevention campaign, launched in September 2004, features NCPC’s beloved crime dog, McGruff. It is designed to counteract bullying at a young age by encouraging victims, witnesses and parents to take action to prevent the problem. Visitors to www.ncpc.org/cyberbullying can learn more about cyberbullying.”

For more information about cyberbullying prevention please visit www.DisputeResolution.Ohio.gov

Duration : 0:1:1

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Technorati Tags: board, bulletin, Bullying, commercial, Commission, Conflict, Cyberbullying, dispute, Facebook, Management, Myspace, Ohio, online, Profile, resolution, Safety

800 CEO READ says, The Triangle of Truth is, “a blueprint for how smart people can get better at everything.” Based on the top-selling book by Lisa McLeod, The Triangle of Truth is an innovative program for sales, leadership, project management and team-building. Module two: The four-letter word that is the secret of all success.

Duration : 0:4:15

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Technorati Tags: conflict management workplace, conflict resolution training, Leadership training, lisa mcleod, motivational keynote speaker, sale motivational, sales training, triangle of truth

A showcase of conflict management models by Master of Dispute Resolution and Master of Business Administration students at James Cook University (www.jcu.edu.au).

Duration : 0:3:48

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Technorati Tags: Conflict, Management

http://www.MNFamilyMatters.com Minnesota Divorce Lawyer M. Sue Wilson describes her experience handling complex and high net worth divorce cases. Her litigation talent, ability, and reputation mean that most of the cases handled by the M. Sue Wilson Law Offices settle outside of court, saving clients the headache of drawn-out court cases.
Responsive. Effective. High Quality Results. We care about your well being.

Duration : 0:2:32

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Technorati Tags: agreement, alimony, appellate, assets, attorney, business, cheating, child, complex, complicated, consultation, Counsel, creative, custody, dissolve, Divorce, domestic, Estate, evaluation, experts, Family, finances, financial, free, high, income, law, Lawyer, legal, marriage, mediation, mediator, Minneapolis, Minnesota, negotiation, owner, parents, Personal, practice, prenuptial, property, Real, resolution, rights, services, settlement, Solution, solutions, spouse, valuation, Violence, worth

Select the proper option

1. Ali is trying to implement a new organizational structure at his company. A group of key employees is resisting the change. In an attempt to "buy off" the leaders, Ali is giving them a key role in the change decision. He doesn’t really value their opinion, but wants their endorsement. Ali is using the change strategy of ______.
A. Education
B. Cooptation
C. Negotiation
D. Coercion
2. Akhtar is the manager of a private company. He lets the employee know what is expected of them, schedules work to be done, and gives specific guidance as to how accomplish tasks. He observes which of the following leadership style.
A. Supportive
B. Participative
C. Directive
D. Achievement-oriented
3. A has ___________ power over B if A can dismiss, suspend, or demote B, assuming that B values his or her job.
A. Referent
B. Reward
C. Legitimate
D. Coercive
4. Ahmed and Ali are working in same company. There occurs a conflict between the two due to different views on some decisions. Both are indulging in what type of conflict?
A. Interpersonal conflict
B. Interorganizational conflict
C. Intergroup conflict
D. Person-role conflict
5. All of the following include behavioral symptoms of stress EXCEPT:
A. Asthma
B. Bad moods
C. Being irritable
D. Defensiveness
6. The main problem to be expected when chain of command principle is ignored is that
A. Supervisors cannot keep abreast of what all their subordinates are doing
B. Employees have potential trouble coping with conflicting priorities and demands
C. Decision making is slow
D. There is not enough flexibility

7. Which of the following would be an example of an organization split up functionally?
A. A department store divides its employees by South, West, and East regions.
B. A pharmaceutical company divides its employees into the following groups: manufacturing, sales, customer service, and product development.
C. A cosmetic company divides its employees according to: individual customer services and corporate customer services.
D. A car company divides its employees into car models. For example, on the Mustang team, employees are responsible for development, marketing, and sales.
8. Assessment centers use a variety of selection methods EXCEPT
A. In basket problem solving
B. Leaderless group discussion
C. Polygraph test
D. Management Games
9. The management of an automated factory when wants to produce a new part, it does not change machines. It just changes the computer program. This is best representative of which one of the following?
A. Flexible manufacturing system
B. Reengineering work process
C. Continuous improvement processes
D. Non-flexible manufacturing system
10. Mr. and Mrs. Ali want to buy a house. The market price of which is Rs. 20,00,000. However, they do not want to pay that much, so they make an offer of Rs.16,00,000. The seller, does not want to go that low, but does want to sell the house soon, so he offers to sell for Rs.1800,000. Mr. and Mrs. Ali accept the deal and the house is sold. In this case, buying party paid Rs.20,000 more than they wanted to and seller sold for Rs.20,000 less, but the house was exchanged, which was the main goal of both parties. In this situation which one of the conflict resolution style was adopted by concerned parties?
A. Avoiding
B. Accommodating
C. Competing
D. Compromising

Evidently you want someone to do your homework for you. Sorry, I don’t do that. And to expect anyone to do it is irresponsible of you.