Analysis of Conflict Resolution Proposal Paper

Analysis of Conflict Resolution Proposal Paper

Order Number	636738393092
Type of Project	ESSAY
Writer Level	PHD VERIFIED
Format	APA
Academic Sources	10
Page Count	3-12 PAGES

Instructions/Descriptions

Analysis of Conflict Resolution Proposal Paper

Analysis, Conflict, Resolution, Proposal, Paper

Overview

This Conflict Resolution: Part 4 – Proposal Assignment is a combination of the papers developed from your three previous Conflict Resolution Assignments.  Yes, you will use much, if not all of the material you have used from your previous papers in this class – and you have specific permission to use the past papers for this Conflict Resolution: Part 4 – Proposal Assignment paper.

The sections developed in the first three Conflict Resolution Assignments should be consolidated into one paper which has effective transitions and flows together. You should have a specific section in the Conflict Resolution: Part 4 – Proposal Assignment paper dedicated to a synthesis of Christian Worldview and their topic.  Ideas for your Conflict Resolution: Part 4 – Proposal Assignment paper are included below.

Although I expect you to cover the areas below, at a minimum, you may or may not choose to use the same format.  In fact, you may prefer a more detailed approach or wish to rearrange/rename the main or sub-topics.

Instructions

Items to include are outlined as follows:

• Length of assignment is 25 to 30 pages

o   Excluding title page, abstract, reference section, or any extra material

• Format of assignment is the current version of APA
• Number of citations – Minimum guideline is 25 – 35 peer reviewed academic journal articles and at least one Holy Bible reference.

FORMATTING IDEAS

Introduction

Conflict Description

1. Problem Description
2. Detailed Background
3. Examples of the Conflict Manifestation
4. Previous Examples of Efforts to Resolve the Conflict or Evidence that there has Never Been an Effort to Resolve the Conflict

Literature Review and Conceptualization

1. Literature Related to Conflict _ if applicable
2. Literature Related to Conflict Resolution Applicable to Your Project
3. Literature Related to Theoretical Approach Chosen for Resolution
4. Any other Salient Research Related to Your Project
5. Conceptualization of How You Will Use Sound Conflict Resolution Theories and Concepts to Resolve Your Conflict

Action Plan

1. Application of Theories and Principles
2. Specific Plan of Action
3. How Suggested Intervention Will Cause a Change to the Underlying Conflict Dynamic
4. Effect of Action Plan on Parties of the Conflict

The Need and Uses of Criminal Justice Conflict Resolution

Christian Worldview

1. Application to Conflict Resolution – General
2. Application to You Plan – Specific

Abstract

Many people in social institutions and workplaces face conflict in their daily life. Not many of them feel comfortable with conflict. All over the world, big companies like Mubaraka Limited Agency have witnessed such conflict before.

The management at Mubaraka Limited Agency must understand all their employees based on their characters, backgrounds, political affiliations, religious affiliations, or any other way in which they are classified. A better understanding of the root cause of the problems leads to better solutions for the conflicts in the organization.

The objective of this paper is geared towards addressing the conflicting situations facing Mubaraka and the efforts implemented to solve such problems. The results from most literature review studies show that collaboration, avoidance, reforming, and mediation are the best strategies to be implemented for solving conflict.

Keywords: Conflict Resolution, Conflict Management, Workplace, Employees

Proposal for Conflict Resolution at Mubaraka Limited Agency

Problem Description

Conflict refers to a series of disagreements among individuals or groups of people who are brought together by either work or any other activity. Conflict resolution is one of the noble activities that people in society should highly value. This is because in places where people socialize, like the workplace, people develop different ideologies.

This can bring much misunderstanding among the people working together in an organization (Smidt, 2019). The misunderstanding can be brought about by several other underlying factors, which at times require technical solutions.

With current high tensions and anxieties at the Mubaraka limited agency due to racial inequality and differences in political affiliations, the chances of tension at the workplace are highly increased.

The management at Mubaraka must understand all their employees based on their characters, backgrounds, political affiliations, religious affiliations, or any other way they are classified (Raines, 2019). They should try as much as possible not to group individuals who have different ideologies before the problem is solved.

Improper management at Mubaraka has caused conflicts several times. For instance, in the past, they lacked a proper structure, thus resulting in a less visionary organization. Conflict in various departments has led to many hazards; for example, employees have failed to coordinate in working towards achieving a common goal.

Additionally, Mubaraka limited agency has failed in terms of their performance because employees are not well coordinated. This means that workflow is highly under threat due to such challenges (Rafferty, 2017).

This assignment aims to broadly analyze the conflicts that occur at Mubaraka, how this conflict may impact the organization and the employees, and additionally, the most effective action plan that the Mubaraka limited agency can use to solve any conflict that may jeopardize them if it finds itself that position.

Background Information

Conflict can occur in any organization or setting when employees with different ideologies or priorities work together. There are many ways in which conflict can be expressed, for example, insults, noncooperation, anger, or bullying.

The cause can range from personality clashes and understood miscommunication to organizational management. Mubaraka Limited Agency has faced several impacts of conflicts. Most of them are adverse effects such as:

1. a) Work disruptions
2. b) Decreased productivity
3. c) Project failure
4. d) Absenteeism
5. e) Low turnover
6. f) And termination from work

Several surveys have been done in the United Kingdom by the Chartered Institute of Personnel Development. This study found that out of ten employees in the United Kingdom, four, have experienced(revise) some interpersonal conflict issues. Most of the conflict results from the disagreement between the line manager and the employee (Proksch, 2018).

Most staff members develop a conflict with their seniors. The seniors may give junior employees some orders that do not seem right (Avgar & Colvin, 2017). Like in the case of Mubaraka, senior managers have repeatedly formulated unfavorable policies for their junior employees.

There are several conflict dynamics that at times prevent the realization of dynamic conflict solutions. This is the reason why the management at Mubaraka should know the source of employee conflict and the most favorable methods that can be put in place to solve the conflicts. Medically, the resultant feeling of aggression and anxiety elicit the release of chemical messengers called the hormones, which significantly influence the way people think.

Conversational and conflict management training is important to both Mubaraka limited agency employees and the management to help identify the different kinds of conflict and the strategic interventions in good time. This would prevent the adverse effects of conflict at Mubaraka limited agency. The source of the problem should be analyzed correctly; an appropriate solution should be found and implemented more constructively. This will create an enabling atmosphere for working.

The degree of the effects of conflict in a working setup depends on the interdependence among various employees and their goals in the employment setup (Yazici, 2018). It is worth noting that conflict is inherently not a bad idea because as a result of conflict, there are better changes created when people conflict; it can lead to fundamental changes in ideologies and policies at Mubaraka. It is therefore worth noting that not in all instances will people discredit workplace conflict.

Examples of Conflict Manifestation

Conflict can be manifested in an organization in several ways; it can be easier for someone from outside to notice that there could be a conflict in an office or set up if several signs are seen. These signs can predict the causes of the conflict within the work setup. The following are the indicators of conflict manifestation at Mubaraka:

1. a) Lack of communication
2. b) Unhealthy Competition
3. c) Low productivity
4. d) Absenteeism
5. e) Work termination

Lack of Proper Communication

The conflict has manifested itself at Mubaraka’s Limited Agency since employers and employees do not adequately communicate with each other. For example, in an open office layout where there is a division of labor and specialization, it is easy to notice that some employees hardly talk with each other.

If one is supposed to carry out a task in the line, then transfer the duty to the next employee, the operation is likely to stop and stall. In some instances, the management may be having a disagreement with a particular employee (Bachman, 2019).

Such an employee may be given concise orders, or the manager may deliberately ignore talking to him/ her. It is worth realizing that communication is the engine towards success; when employees hold grudges with each other, they are not likely to produce good results. Eventually, it hinders success at Mubaraka.

Unhealthy Competition

This is another manifestation of conflict at Mubaraka Limited Agency, and in the particular the production department, there are instances of employee rivalry manifestation through unhealthy competition to please some senior staff. Some of the jealous employees have been reportedly hidden valuable resources for their rivals not to produce better results.

It has taken Mubaraka a long time to realize this issue of employee rivalry. It has been reported that senior employees hate some junior employees and accuse them of laziness since they do not do their work as required behavior that has led to severe consequences. Employees need to have healthy competition at the workplace (Maan, 2021).

This is because when there is a good relationship and employees compete at work, they can produce better results. Employees should identify the traits that lead to unhealthy competition and avoid them accordingly.

Low Productivity

In a workplace where conflict is more evident, there are instances of low productivity, and Mubaraka limited agency is not an exception. The workflow has been highly interfered with to the extent that lack of coordination lowered production hence failing to meet daily production targets. The labor productivity process is slowed by conflict among people in the office.

This prevents the production process; therefore, the finished products are not produced at a good pace as required (Maan, 2021). Low productivity means that the Mubaraka limited agency may not make the required profits, and hence the company is less likely to cater to the growth and needs of the employees. Due to low productivity, Mubaraka limited agency has been struggling with revenue and catering for expenses.

Absenteeism

In an organization with many conflicts, there are several instances of truancy and employee absenteeism. The employees may feel deprived of their rights and morale; some may therefore consider being absent from work as the best way to avoid the conflict.

This is a negative approach because when one becomes absent from work, the work he was supposed to do may stall. This means that the production process is likely hindered and prevented from growing further (Chima & Okoye, 2017). Mubaraka does not tolerate employee absenteeism; hence some of the employees have been severely punished, causing this company to face more challenges.

Termination from Work

An organization that has several instances of conflict has many terminations of employee’s contracts. This is a way that most managers use to solve conflict. The management thinks they can solve the issues of indiscipline issues by sending home the arrogant employees (Chima & Okoye, 2017).

One of the challenges that such companies undergo is that very few people may be willing to work for them once it is realized that they are prone to terminate the employee’s contract. Mubaraka Limited Agency has been a victim over time; due to the termination of employee contracts, some of the experts and well-experienced employees have opted to seek employment in their competitor companies.

Previous Examples Used to Solve the Conflict

Various organizations such as Mubaraka have used several techniques to solve conflict among employees in the organization. However, the measures have not borne many fruits because they are not very intense; instead, they are simple means that have been put in place to solve such problems. The following are some of the measures that the agency has tried to put in place for conflict interventions.

1. a) Dialogue among the employees
2. b) Changing policies
3. c) Advising employees to avoid conflicting situations
4. d) Unionization
5. e) Collaboration

Dialogue among the Employees

Mubaraka has on several occasions advised the employees that whenever they have problems among themselves and their managers or amongst them, they should seek to dialogue. In dialogue, the conflicting parties sit down and resolve the matter by themselves. Each person explains his concern.

At least a wrong person must be identified in the process of communication (Gataullin, 2020). The wrong party is advised to ask for forgiveness from the other party. In the long run, this approach quells the tension and somehow reduces conflict. The only challenge with this approach is that some parties do not honor it as it should be.

Changing Policies

Mubaraka Limited Agency has at times formulated policies that do not seem to be favoring the employees. For instance, changing reporting time from 6:30 am to 8:30 am has shown some improvements in the conflict with employees due to lateness. Also, some of the policies seem to be too stringent (Andreouli & Kadianaki, 2018). However, this does not become a permanent solution to the problems related to the policies because Mubaraka changes the strategies and rules without consulting the employees.

Avoiding Conflicting Situations

Some of the employees at Mubaraka have used this mechanism as a way of resolving conflict. They believe that when they walk away from the conflicting situations, they are likely to prevent fueling the already burning fire. However, this approach has a challenge because when one walks away from a problem, it does not mean that they have solved the problem; the same problem is likely to occur over and over should they not be solved amicably (Keller & Foster, 2016).

Unionization

Unionization has been an approach that the employees have effectively used to solve the existing conflict between them and the management. Employees at Mubaraka Limited Agency have registered themselves with unions, for instance, the International Labor Organization. Such unions fight for the rights of the employees; they correct the employers when they wrong the employees and protect the employees from receiving harsh treatment from their employers (Howell, 2020).

However, one of the challenges that this approach faces is that some of the leaders in these unions are at times compromised by small tokens and stipends advanced to them by Mubaraka. Union leaders have been blindfolded, and in the long run, they seem to forget about protecting the employees. Most of the employees are now left unprotected and continue to demonstrate to find a solution to their problem instead of doing their work as is expected of them.

Collaboration

This is the process of agreeing with everyone and siding with them even if they are wrong. Mubaraka has been using collaboration to foster unity and peace even when there are many problems. However, this approach seems to have a challenge since collaborating does not ultimately solve the problem but instead, it escalates the problem into a bigger one (Baronenka, 2021). It may only solve the conflict within a short while but does not give a permanent solution.

Literature Review and Conceptualization

Several scholars have expressed their literature analysis into the field of conflict resolution. The scholars give more information that helps understand conflict, its causes, how it has affected society, and various ways of managing it.

Literature Related to Conflict

According to Currie et al., (2016), the way conflict at the workplace is understood and perceived has changed over the past two decades. In most cases, conflict at the workplace was viewed as the arrival of bad weather in an organization. People do not understand that, at times, conflict is inevitable. As much as conflict is condemned, it leads to the correction of several mistakes that may be happening at the workplace.

In addition, some of the conflicts in the organization are caused by the failure of the human resource managers. Human Resource should be the links between the organization and the employees; however, not all human resource officers keep the welfare of the employees at heart. Instead, they only abide by what the management directs them to do. Some of them rush to sacrifice the employees when conflicts arise instead of solving it more amicably.

From the statistical consideration, aggression and bullying are other factors that, of late, cause conflict at the workplace (Baronenka, 2021). This approach is, however, not looked into properly by the management.

For instance, some employees look down upon other employees because of their lower ranks or maybe due to someone’s compromising situation. No one within an organization wants to be mistreated. When one feels belittled, they may not like the work environment, or they may sometimes show a negative attitude towards work.

Daily life stresses like may fuel conflict at the workplace. For instance, if someone has much stress at home, maybe an employee is annoyed by children, they extend the annoyance to the workplace, such as they may arrogantly answer their bosses the way they want based on the stresses they experience (Currie et al., 2016).

Stress increases the production of corticosteroids which in turn produces much cortisol, either mineralocorticoids or glucocorticoids. These two chemical messengers initiate a faster heartbeat hence leading to changes in mood and other factors.

Mental illnesses in organizations have led to increased cases of conflict; several people today suffer from depression due to increased stress in life. Depression and other mental disorders such as bipolar disorder affects the way people reason. For instance, someone with depression or bipolar disorder becomes easily temperamental; the temper may cause much harm in whatever they do.

They quickly rush to make some irrational decisions which in the long run may be very wrong. People under mental illness are prone to fight even if the issue in question is minimal (Joseph et al., 2017). Such people are at risk of causing conflict in the organizations where they work.

According to the interconnected research by the International Labor Organization and the World Health Organization, nearly 10% of the employees in any given company suffer from mental illness. Some may not realize as early as possible unless they go for medical interventions.

Some mental health conditions may result from genetic inheritance. For instance, in a family where people are prone to having schizophrenia or bipolar disorder, there is a likelihood that such traits may be transmitted to the next generation. This becomes a great challenge because such a genetic condition becomes difficult to manage.

The European Union research on the conflict at work showed that the increase of conflict at workplaces had elicited a lot of adverse effects, including low morale, cases of truancy, and an increase in cases of suicidal ideation (Kakaje et al., 2021). When people are stressed due to conflict, they may overthink and develop ideas of death.

Many parties are involved in the management of conflict; from the management, the employees, the trade unions, and the government, all these parties need to play their roles more effectively to prevent the eruption of a potential conflict.

Literature Related to Conflict Resolution

Conflict resolution at is an important approach to solving the differences among people in their places of work. Several scholars and research institutions have done investigations regarding conflict resolutions in workplaces. For example, the State College University of the New York City Empire researched and found that nearly everyone has people they do not get along with within an organization (Elad-Strenger & Shahar, 2017).

It suggests that the organizations should develop important mechanisms to solve the problem upon realizing the conflict among the employees. Conflict management strategies are the most effective behavioral methods helpful in solving conflict. These behavioral approaches are consequences of external circumstances and individuals’ methods of interacting with people and problems (Elad-Strenger & Shahar, 2017).

Conflict management is essential for the growth of the organization and the employees as well. According to two known scholars, Thomas and Killmann’s MODE instruments show five modes that are very useful in resolving conflict along two dimensions of behavior. These modes are:

1. a) Competing (assertive and non-cooperating)
2. b) Collaborating (assertive and cooperative)
3. c) Compromising
4. d) Avoiding
5. e) Accommodating

Competing Strategy

Ironically, this method seems to be the leading factor in fueling conflict. However, it increases the potential for solutions to the conflicting parties. This strategy is found more useful when individuals follow their needs and goals at the expense of others. Research from the United Nations suggests that several instances of frustration, irritation, or argument may be used when dealing with this kind of strategy.

The parties may be entirely removed from the conflicting situation by using authority (Afolaranmi, 2021). The conflict will likely be lessened using this strategy, but these parties usually agree upon no final resolution. Individuals can focus on the kraybill conflict style inventory.

This is a situation whereby there is competition as a means of direct conflict management strategy. There is a high focus on the agendas that brings the conflict, and reversely, there is a soft focus on the conflict. (revise)

Collaborating

Collaboration involves finding solutions to conflicting situations that involve both conflicting parties. In this strategy, individuals involved in the conflict seem to be concerned with the wants of others as their own. However, the main challenge with this method is that nobody is willing to give up on their positions to soothe the wants of others.

Most people come up with innovative ideas when people come up with a collaborative approach to conflict management (Zimmermann, 2018). Collaborative strategy is directly and positively linked to communication, partner ability, and trust. This conflict management strategy works better when the people involved in the conflict have mutual respect.

Compromising

This conflict management strategy tries to find common ground which satisfies both parties involved in the conflict. It is worth noting that in this strategy, not all parties can be satisfied in the quest to find common ground. Instead, there must be times when one party must be willing to set apart the other individual’s needs and preferences to find common ground for the problem (Zimmermann, 2018).

Rich Wagner and Westbrook showed that educational level at the workplace was directly linked to the degree of compromise in conflict. This is because people with broader educational backgrounds are likely to give a better approach to a problem; their intelligence ratio is so high compared to those with lower educational backgrounds. Individuals who use this approach to resolve conflict show some sense of fairness and realism in their approach.

Avoiding

This conflict resolution strategy is mainly applicable when the parties decide to ignore the problem that brings them the conflicting situation. This strategy is used only when the parties realize that any effort used to dialogue is useless. People who use this approach have very little concern for their desire and may lack self-confidence or support from their colleagues regarding conflicting situations (Zimmermann, 2018).

Hamilton’s study of conflict management chose this method as the most appropriate means to conflict. Some studies from the ILO (What is ILO) have shown that most nurses decide to use this strategy. Avoidance can be easily used if the matters instigating the conflict is of very low significance.

Accommodating

In this conflict management technique, the conflicting party may neglect his concern to satisfy the concerns of others. People who choose this method have high want of recognition and support (Tucker, 2021). Such individuals tend to apologize in most conflicting situations. This would keep them away from such problems.

Literature Related to Theoretical Approach Chosen for Conflict

Conflict resolution as a discipline has developed theoretical insights into the nature and the source of how conflict can be solved through means that pleases everyone. Two major theories are related to conflict resolution; primary scholarly sources from peace and international relations agencies suggest that two major theoretical approaches can manage conflict. (Revise, not clear)

1. a) Behavioral theory

This view is also known as the human relations view; it first emerged in the 1940s and was very prominent through the 1970s. It argued that conflict is natural and inevitable in organizations. However, many people may want to avoid it. Performance at the workplace may increase with conflict, but only at a certain level; it may decline if these conflicting behaviors are not permanently resolved. Managers in the organization must therefore plan to solve the conflict more effectively than suppressing it.

According to Li (2018), this theory attributes that if a conflict exists in society, people develop crisis management skills and learn coexistence mechanisms. It alludes that conflict may lead to a competition which increases the rate of production. However, critics of this theory have thrashed it, saying that it is not healthy, and that people should not allow any form of conflict in any organization.

b). Interactionist Theory

The interactionist theory assumes that conflict is important in increasing performance. The research by Klose (2018) asserts that the interactionist view promotes conflict in that too harmonious and cooperative project is likely to become static and unable to respond to changes and innovations. This approach, therefore, encourages members to maintain an appropriate level of conflict in an organization. The bottom-line argument of this theory is that conflict erupts in an organization during interactions. The interactionist perspective is hence based on the meaning of the source of conflict among people who interact. This theory has some criticism; for instance, the theory alludes that conflict can have some positive impacts.

Tics (what is this?) of this theory view conflict as a destroyer and something less productive in society. Interactionist views regard conflict as either functional or dysfunctional. Functional conflict promotes the goals of the organization and its objectives. On the other hand, dysfunctional conflict suppresses group performance.

Conflict Resolution in Criminal Justice

Noble research on conflict management in the criminal justice system (fragment). The criminal justice system is an interconnected system that consists of the police, court, judges, and correction units. This entity does, at times, not run smoothly as a result of the conflict which arises from the personnel, procedures, and police training. Since conflict is endemic and intricate in the criminal justice system, it is important to understand the cause.

Incorrect policies in the criminal justice system have been termed as one of the sources of conflict. The perceived wrong policies have been regarded as the source of conflict between the correctional units and the courts.

From the research conducted by the National Police Department in the United States of America, it was discovered that 68.5% of the criminal justice officers in the United States of America did not endorse the penal codes that have been introduced in courts as part of the correction mechanism (Cummins & Kounine, 2016). Their assertions complain that the penal codes were not proposed, researched, and debated before they were implemented to become part of the rules in the criminal justice system.

Mass imprisonment has been another source of conflict in the United States of America. This is traditionally perceived as a good way of combating crime. On the other hand, it is straining many resources since taking care of the inmates needs much money. Because of that reason, some criminal justice personnel in the United States do not support this system.

This has made them sharply disagree with those who think it is the best mechanism for solving conflict. From research conducted among the inmates in California, it was realized that wrong court procedures result in an increase in imprisonment among many people in the United States, which creates conflict between parties (Morselli et al., 2017).

For instance, some people are imprisoned due to the wrong procedures of the courts. At times, somebody may be punished by the court to satisfy the interest of another party. The party whose interest is satisfied might have paid much money or somebody of higher ranking in the society.

Despite all these problems resulting in conflict in the criminal justice system, there are several ways to mitigate these conflicting situations. The noble ways include the following:

1. a) Training of stakeholders in the criminal justice system
2. b) Availing resources useful for the criminal justice system
3. c) Strict auditing into the integrity of the criminal justice officials

Training of Stakeholders in the Criminal Justice System

Training is the act of providing enough knowledge and information. Several people who are part of the criminal justice system do not get the updated training on how to handle criminal cases. Training includes handling of the criminals, handling of files, and ways of case determination.

If the officials in the criminal justice system become aware of this, they will have reduced the rate of conflict occurrence among them; they will hardly cross into each other’s line, they will also know how to determine the kind of punishment which will be given to someone who is found in the wrong arm of the law.

The punishment should be very considerate and fair (Leyta et al., 2019). Education among the criminal justice officials increases the reasoning ability of people. It can make them distinguish between the good and bad. Therefore, when criminologists are well trained, they understand ways of handling cases more appropriately.

Availing Resources Useful for Criminal Justice System

Availing resources include setting up the appropriate machines used for investigating cases and setting up proper correctional units availing enough court instruments useful for case determination. Improved resources ensure that duties in the criminal justice system are operational.

This means that each police officer will handle a case with the diligence it deserves (Leyta et al., 2019). This approach has reduced a lot of conflict in the criminal justice in the U.S.A. because each person carries his role well without stepping into one another’s shoes.

Strict Auditing into The Integrity of the Criminal Justice Officials

Auditing reduces the level of doubts that the criminal justice officials may give to each other; it ensures that the corrupt officials are identified and dealt with more appropriately. Auditing limits inequality and unfair treatment (Do & Kim, 2017). It ensures that officials are left to decide without interference from other quarters.

Using Sound Conflict Resolution Theories and Concepts to Solve Conflict

The theories of conflict resolution are fundamental in helping in the management of conflict. As discussed earlier, these theories are divided into two, i.e., the interactionist theory, also known as the behaviorist theory, and contemporary theory, also known as the interactionist theory.

(revise above you talked about the interactionist and behaviorist theory so the can be the same) Using the knowledge discussed above on these theories, people can use management strategies to solve the conflict. The following are some of how these two theories can be used together to solve a conflict.

1. a) Knowing the source of conflict
2. b) Collecting viewpoints from the parties involved in a conflict
3. c) Developing innovating ideas of dealing with conflict following its cause.
4. d) Developing ideas of preventing future occurrence of conflict

Knowing the Source of Conflict

The sound theories of conflict resolution enable people to identify the real source of conflict in which they find themselves, for example, if it is as a result of the interaction between employees, the interactionist theory earlier on had given an insight that conflict can be created due to association among employees in a given organization.

Knowing the source of the problem (“Issue Information,” 2019) makes it easier to develop an appropriate way of solving the conflict. Failure to know the source of the conflict becomes a bit difficult to deal with the problem.

Collecting Viewpoints from the Parties Involved in Conflict

The theories of conflict resolution are useful for knowing the source of conflict; the behavioral theory asserts that knowing the source of conflict from the people involved gives more insight for conflict resolution. All parties are given a fair chance and opportunity to explain their side of the story.

The explanation given by each party will be very useful in knowing the approach to give in solving the problem (Sakai, 2018). It also provides an insight into who is wrong and who is on the right track. After collecting the viewpoint, the mediator moves to the next step of conflict resolution.

Developing Innovating Ideas of Dealing with Conflict following Its Cause

The theories equip their researcher with the relevant strategies for solving conflict. The best strategies to resolve conflicts at Mubaraka are those proposed by Kenneth Thomas and Ralph Karmann’s strategies. These scholars believed that the following five strategies could solve any conflict at any stage:

1. a) Avoiding
2. b) Defeating
3. c) Compromising
4. d) Accommodating
5. e) Collaborating.

If Mubaraka Limited Agency applies any of those methods depending on the type of conflict, the conflict shall have been solved more amicably. Many keenness and carefulness are important when choosing the kind of strategy to implement (Choudhary, 2018). If Mubaraka chooses the wrong method, it can jeopardize the whole process of conflict resolution.

Developing Ideas of Preventing Future Occurrence of Conflict

Once Mubaraka’s has mitigated the conflict, it is important to develop mechanisms that will prevent the occurrence of other conflicts. For example, the conflicting employees should be educated to know the impacts of conflict. Internal environments within Mubaraka should be set to favor one of the employees (Choudhary, 2018).

(not clear , revise) Improvement in the welfare of the organization improves the peaceful coexistence. Preventing future conflict occurrences will ensure Mubaraka limited agency’s growth.

Action Plan

An action plan is very useful in troubleshooting and solving the conflict at Mubaraka limited agency. It is essential in the strategic planning process, and it helps with the improvement of teamwork and individual planning. The action plan gives clear direction by highlighting the exact steps to be taken. With an action plan, Mubaraka can track progress towards goals achievement (Stengel & Weller, 2017). Developing an action plan in conflict management will be the greatest milestone for the Mubaraka.

Application of theories and principles

Theories and principles are applicable in conflict management and in developing an action plan. Behaviorist theory and interactionist theory help in knowing the appropriate type of intervention at Mubaraka limited agency.

The following conflict management theories are very important to note when developing an action plan (Stengel & Weller, 2017).

1. a) Human beings have conflicting self-interest, and each person wants his interest to be fulfilled over the other person.
2. b) Economic relationships are the basis or foundations of society. For society to run, the economic relationship must be maintained appropriately.
3. c) There are different classes of conflict in different organizational setups.
4. d) Conflict is the energy of social change that each person desires to have in society.
5. e) Conflict in society or any organization set up does not always mean violence.

Conclusion

Conflict resolution is a very noble activity in society. It enables the solution of wrangles that exist among people in various sectors of society. Wrangles can exist in families, places of work, or social places. Proper conflict management strategies should be used to solve the conflict more appropriately. When the problem arises at Mubaraka, both the employees and employers need to collaborate and brainstorm. The methods applied in conflict management depend on the type of conflict.

Once Mubaraka’s Limited Agency has mitigated the conflict, it is important to develop mechanisms that will prevent the occurrence of other conflicts. Criminal justice organizations are also important in providing solutions to conflicting parties. People responsible for the conflict resolution agencies should remain as neutral as possible to provide a neutral result.

An action plan is very important when developing a conflict resolution technique. It provides people with every important step that they need for the solution to be achieved. Using criminal justice as a form of conflict resolution expresses Christian values and virtues that each person needs in society.

The Bible shuns conflict and does not encourage anybody to be part of the conflict. Instead, it encourages people to remain peaceful and distance themselves from anything that would lead them into conflict.

References

Afolaranmi, A. O. (2021). Conflict Resolution Strategies in Resolving Religious Conflict in Nigeria. Academia Letters. https://doi.org/10.20935/al874

Allen, S. H., & Friedman, V. J. (2020). An emerging conversation between action research and conflict transformation. Action Research, 147675032097248. https://doi.org/10.1177/1476750320972485

Andreouli, E., & Kadianaki, I. (2018). Psychology and human mobility: Introduction to the special issue and ways forward. Peace and Conflict: Journal of Peace Psychology, 24(4), 383–388. https://doi.org/10.1037/pac0000365

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Analysis of Conflict Resolution Proposal Paper

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.	Literature Support 91-84  points The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.	Methodology 58-53 points With titles for each slide as well as bulleted sections to group relevant information as required, the content is well-organized. Excellent use of typeface, color, images, effects, and so on to improve readability and presenting content. The minimum length criterion of 10 slides/pages is reached.
Average Score 50-85%	40-38 points More depth/information is required for the context and importance, otherwise the study detail will be unclear. There is no search history information supplied.	83-76  points There is a review of important theoretical literature, however there is limited integration of research into problem-related ideas. The review is just partly focused and arranged. There is research that both supports and opposes. A summary of the material given is provided. The conclusion may or may not include a biblical integration.	52-49  points The content is somewhat ordered, but there is no discernible organization. The use of typeface, color, graphics, effects, and so on may sometimes distract from the presenting substance. It is possible that the length criteria will not be reached.
Poor Quality 0-45%	37-1 points The context and/or importance are lacking. There is no search history information supplied.	75-1 points There has been an examination of relevant theoretical literature, but still no research concerning problem-related concepts has been synthesized. The review is just somewhat focused and organized. The provided overview of content does not include any supporting or opposing research. The conclusion has no scriptural references.	48-1 points There is no logical or apparent organizational structure. There is no discernible logical sequence. The use of typeface, color, graphics, effects, and so on often detracts from the presenting substance. It is possible that the length criteria will not be reached.

Analysis of Conflict Resolution Proposal Paper

Analysis of Conflict Resolution Proposal Paper

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