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Discussion Question

Ahmad and Ali, two students were defending each other regarding a cafeteria confrontation. Ahmad told the teacher that, “Ali called me a stupid guy when I accidently hit his tray with my shoulder after a sudden push during the bottlenecking at the counter”. Ali said that Ahmad hit him intentionally and wanted to spoil his food. Chilled drinks spilled over the burger and rice causing a mess in Ali’s tray. This caused him to call Ahmad a stupid guy. Ahmad yelled at Ali, “Who are you to call me a Stupid guy?” and this generated a fight.

Keeping in view the aggressive personalities of both students, which conflict resolution strategy is appropriate for this case? Support your answer with Logical Reasoning.


Important Instructions:


1. Your discussion must be based on logical facts.

2. The GDB will remain open for 2 working days/ 48 hours.

4. Your answer should not exceed 150 words.

3. Do not copy or exchange your answer with other students.

4. Obnoxious or ignoble answer should be strictly avoided.

5. Questions / queries related to the content of the GDB, which may be posted by the students on MDB or via e-mail, will not be replied till the due date of GDB is over.

Views: 933

Replies to This Discussion

Win-Win (Collaborating)

Also known as problem confronting or problem solving. Collaboration involves an attempt to work with the other person to find a win-win solution to the problem in hand - the one that most satisfies the concerns of both parties. The win-win approach sees conflict resolution as an opportunity to come to a mutually beneficial result. It includes identifying the underlying concerns of the opponents and finding an alternative which meets each party's concerns.

Examples of when collaborating may be appropriate:

  • When consensus and commitment of other parties is important
  • In a collaborative environment
  • When it is required to address the interests of multiple stakeholders
  • When a high level of trust is present
  • When a long-term relationship is important
  • When you need to work through hard feelings, animosity, etc
  • When you don't want to have full responsibility

Possible advantages of collaborating:

  • Leads to solving the actual problem
  • Leads to a win-win outcome
  • Reinforces mutual trust and respect
  • Builds a foundation for effective collaboration in the future
  • Shared responsibility of the outcome
  • You earn the reputation of a good negotiator
  • For parties involved, the outcome of the conflict resolution is less stressful (however, the process of finding and establishing a win-win solution may be very involed – see the caveats below)

Some caveats of collaborating:

  • Requires a commitment from all parties to look for a mutually acceptable solution
  • May require more effort and more time than some other methods. A win-win solution may not be evident
  • For the same reason, collaborating may not be practical when timing is crucial and a quick solution or fast response is required
  • Once one or more parties lose their trust in an opponent, the relationship falls back to other methods of conflict resolution. Therefore, all involved parties must continue collaborative efforts to maintain a collaborative relationship

win win situation is appropriate when both parties are willing to talk to each other also it is very time consuming

in hand outs following conflict resolution strategy are give
• Presented here are some field-tested approaches to conflict resolution. Most of them
emphasize a collaborative or win-win philosophy.
A. Confrontation and Problem Solving Leading to Win-Win
• The most highly recommended way of resolving conflict is confrontation and problemsolving.
The person identifies the true source of conflict and then resolves it systematically
using a problem-solving approach.
• Tactfulness is recommended.
• The approach to confrontation and problem solving is for each side to list what the other
side should do. The two parties then exchange lists, and select a compromise both sides are
willing to accept.
• The intent of confrontation and problem solving is to arrive at a collaborative solution to
• The collaborative style is based on an underlying philosophy of win-win, the belief that after
conflict has been resolved, both sides should gain something of value.
B. Disarm the opposition
• Disarm the opposition is a method of conflict resolution in which you disarm the criticizer
by agreeing with his or her criticism of you. The act of agreeing is disarming if you agree
with the criticism, the criticizer no longer has reason to use his or her armament Disarming
generally works more effectively than counterattacking a person with whom you are in

 Cognitive Restructuring
• According to the technique of cognitive restructuring, you mentally convert negative aspects
into positive ones by looking for positive elements in a situation. If your search for the
beneficial elements in a situation, there will be less area for dispute.
D. Appeal top Third Party
• If you cannot resolve the problem yourself, make a formal appeal to a higher-level official or
authority. Virtually all employers have some sort of appeal process. A labor union represents
another method of appealing to a third party.
E. The Grievance Procedure
• The formal process of filing a complaint and resolving a dispute is the grievance procedure.
It can also be regarded as a third-party method of resolving conflict
The Steps in the grievance procedure may vary from one to six. Typical steps are as follows:
1. Initiation of the formal grievance.
2. Second-level of management.
3. A higher-level manager and the local union president
4. Arbitration. (Only about 1 percent of grievances go all the way to arbitration.)
• A grievance procedure used In many firms without a union Is the Jury of peers, whereby
unresolved grievances are submitted to a panel of coworkers.
F. Engage in communications
Instead of ignoring a conflict or barrier, another possibility is to communicate, or communicate about the conflicting part of your communications. 
You essentially talk about what’s wrong the communication. You can also use communication to take the initiative about aspects of your communication that might cause conflict, such as being pressed for time.
G. Negotiating and Bargaining Tactics
Another strategy for resolving conflict is negotiating and bargaining, or conferring with another person to resolve a problem. A sampling of tactics is presented next
1. Create a Positive Negotiating Climate. Negotiation proceeds much more swiftly if a positive tone surrounds the session

2. Allow Room for Compromise but Be Reasonable. The basic strategy of negotiation is to begin with a demand that allows room for compromise and concession. Beginning with a plausible demand or offer is also important because it contributes to a positive negotiating climate.

3. Focus on Interests, Not Positions. Rather than clinging to specific negotiating points, keep your overall interests in mind and try to satisfy them. Among the interests you and the other side might be trying to protect include money, lifestyle, power, or the status quo

4. Make a Last and Final Offer. Make your final offer and leave politely. The other side can get in touch with you if your offer becomes acceptable.
5. Role-Play to Predict What the Other Side Will Do.(empathy)
An advanced negotiating technique is to prepare in advance by forecasting what the other side will demand or offer. Two professors from New Zealand have discovered that when people role-play conflicts their ability to predict outcomes jumps remarkably. The implication for improving negotiation is to role-play with a friend in advance of the negotiation session you will be facing.
6. Allow for Face Saving. Avoid making the other side feel crushed, especially if you will have to work together later.

i go with third party strategy

this 1 is rite opt
D. Appeal top Third Party
• If you cannot resolve the problem yourself, make a formal appeal to a higher-level official or
authority. Virtually all employers have some sort of appeal process. A labor union represents
another method of appealing to a third party.

im in favor of cognitive Restructuring approach. coz third party is already approached now the issue is how to solve the conflict. in this scenario Cognitive approach seems best for resolve the situation     

i think that the right answer of this situation is Grievance Procedure because in this process first of all complaint is filing which is done by Ahmed "that ali called him a stupid boy" and therefore this matter is given in front of there teacher this process is grievance procedure. this is also called third party method

hence we agree on win- win stategy Compromising stategy


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