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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.


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1. Your discussion must be based on logical facts.

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

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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.

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Replies to This Discussion

Please discuss here

friends please discuss the GDB

Please Discuss here about this GDB.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 one is thereto discuss?

looks like yaa tu sarrooo nay gdb solve kar lia hai ya phir sub mei tarha k naa laik hein ;-) :-)

I think its among win-win , cognitive, grievance procedure ...but strongly on side of  " Appeal to the third party conflict resolution"....wot u say guys? 

Conflict resolution strategies are used in production systems to help in choosing which production rule to fire. The need for such a strategy arises when the conditions of two or more rules are satisfied by the currently known facts.

Conflict resolution strategies fall into three main categories:

  1. Specificity - If all of the conditions of two or more rules are satisfied, choose the rule with the most specific conditions. (e.g. "it is hot and smokey" rather than "it is hot"). Also referred to as "degree of specialisation".
  2. Recency - Facts are usually tagged to show how recently they were added. When two or more rules could be chosen, favour the one that matches the most recently added facts. This helps to utilise the most recently relevant facts.
  3. Refractoriness - If a rule's conditions are satisfied, but previously the same rule has been satisfied by the same facts, ignore the rule. This helps to avoid the system from entering infinite loops.


Often, conflict arises simply due to a lack of communication. If you feel that your employees are having conflict because they are not talking with each other, set up time for a discussion. Encourage the employees to talk through the problem, particularly if you suspect that it simply stems from the fact that they have failed to communicate effectively up to this point.

Written Communication

If an issue has escalated or one of the employees has a hot temper, written communication may be a more effective way of breaking down the wall and resolving conflict. Ask each employee to write a letter to the other, outlining the problem. By writing letters instead of talking face to face they benefit from the opportunity to more carefully select their words. They can also make sure that the exchange doesn't erupt into a yelling match. Additionally, letter writing provides a means to document this communication easily.


Sometimes, two individuals in a conflict simply can't work it out together without the aid of third party. If your workers' conflict has escalated to the point where outside intervention is necessary, set up a mediation session. Train a staff member in the art of mediation. Allow this staffer to sit down with the feuding individuals and assist them in working through their problems in a productive manner.


Ask each person to give a little and take a little by arranging a compromise between the two. Ask both of the members to come to your offer and talk the problem through with them, presenting potential compromises and allowing them to mull these options over. By arranging a compromise instead of just selecting one member's interests over the other, you can reduce the likelihood that one staff member feels slighted by the way in which the conflict was resolved.


If you simply must put a conflict to bed, voting can be an effective method. If, for example, two employees are arguing over a potential advertising campaign or other business endeavor, set up a vote and allow other employees to weigh in. The numbers will solve the conflict and serve as a once-and-for-all answer.

I think rite answer of gdb is from these   3.......

A. Confrontation and Problem Solving Leading to Win-Win

B.  Disarm the Opposition
F.  Engage in communications

what u say guys? 

nope  I dont think that Disarm opposition will be & engage in communication as Ali & Ahmad are already doing communication although its aggressive but via communication they are not gaining some thing useful which stop there fight or dispute ...& Disarm is lie bilkul  nhn  ho skta ky both are doing counterattacks on each others so both ov dem no one is willing  to agree with one's the criticism ...but can be think about win-win situation but wot ???? in the end how both will think dat wht value-able thing they obtain in the end?/??????

in my opinion  t hink about third party appeal & cognitive restructuring????? ya Grievance procedure???? wot u say?????  

Happykhan thanks for sharing 


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