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HRM624 Conflict Management Assignment no.02 (NON-GRADED ACTIVITY) Due date 19th February 2014

Mr. Asad Khan is an expert town planner and was appointed by a construction company as Director Estate
Development. Upon reviewing his extensive experience in the field, he was also expected to preside a
meeting with other Board of Directors (BOD). Members were expecting a considerable contribution from
him. In the first board meeting, Mr. Asad took a number of decisions regarding financial commitments on
behalf of the company. Majority of Board members refused to approve the financial commitments made by
Mr. Asad and proposed a vote of no confidence in the next board’s meeting. In response to this disapproval,
Asad showed resentment and left the meeting in the middle.
HR Manger was disappointed on Asad’s abrupt reaction. Despite of socializing with other BODs, Asad took
major decisions in isolation. The personality aspect of Mr. Asad had been ignored by the HR department
before promoting him to the position of Director Estate Development. Now the matter cannot be settled
through normal compromise and a professional help is needed as both the parties are unwilling to
HR department contacted a professional Mediator, who was an expert in such cases, to find a solution in
order to resolve the issue quickly and without publicity.

Consider yourself as a professional mediator in this case; how would you approach the two parties in
settling their differences and to make them communicate again? (20 Marks)

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Replies to This Discussion

Please Discuss here about this assignment.Thanks

Our main purpose here discussion not just Solution

We are here with you hands in hands to facilitate your learning and do not appreciate the idea of copying or replicating solutions.

no discussion Yet 

hareem share your ideas

sure pr abi am still taking lectures 

five basic rules to follow in achieving cooperative solutions:

begin cooperatively;
retaliate if the other side is competitive;
forgive if the other side becomes cooperative;
be clear and consistent in the approach;
be flexible.

Most people approach mediation with the best of intentions. They are hopeful that the negotiation will achieve their ultimate goal — to settle the case — and assume that the other side is at the bargaining table for the same purpose. Because of these aspirations, it is not unusual for parties to put all their cards face up on the table and work toward a cooperative solution.

I think here will be facilitative or evaluative mediation point will come what u say Humna Afzal??

yes and i think first control the conflict as a facilitative then adop the evaluative meediation depend on the situation u choose the midway or jump to facilitative to evaluation 

yes right ...!! Am thinking too other pupils say what ? come- on still we have time to discuss the ideas & come to a solution ,,,each & every person's idea has a greater importance who did not yet make assign come& share ur own thinking style & way 

i think facilitative mediation point will come

Most people probably do not recognize a distinct difference between the terms "conflict" and "dispute." However, many conflict scholars do draw a distinction between the two terms. As is unfortunately common in this field, different scholars define the terms in different ways, leading to confusion.

One way that is particularly useful, however, is the distinction made by John Burton which distinguishes the two based on time and issues in contention. Disputes, Burton suggests, are short-term disagreements that are relatively easy to resolve. Long-term, deep-rooted problems that involve seemingly non-negotiable issues and are resistant to resolution are what Burton refers to as conflicts. Though both types of disagreement can occur independently of one another, they may also be connected. In fact, one way to think about the difference between them is that short-term disputes may exist within a larger, longer conflict. A similar concept would be the notion of battles, which occur within the broader context of a war.


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