Criterion Describe a conflict resolution style appropriate for a conflict situation within an organization. Professor comment:Good job suggested 3 forms of conflict, but add to your support. You did  include one source form 2013, but current literature is best (within 5  years) and more than one source in this section would strengthen your  stance. Criterion Explain how conflict affects an organization. Professor comment:You did a good job of telling me what organizational conflict is, but  add to this to include a full discussion of who it impacts and how.   Specifically, how are staff, customers, and leaders impacted by  conflict? Is it different depending on your roll within the  organization?  Why would this be important to understand and what does  the literature suggest? Criterion Determine the outcomes of conflict negotiation strategies for an organization. Professor comment:Similar to area / criterion 2, how might this impact staff, customers,  leaders, or other throughout the organization? Would the impact be  different based on your job or role within a company? Develop a 3-4 page plan to identify the causes of organizational  conflict, explain how conflict affects an organization, and select a  conflict resolution style to use. Explain conflict negotiation  strategies and determine the likely outcomes. Introduction Disagreements occur because we have differences of opinions, values,  and goals. Solutions to disagreements require negotiation skills. While  negotiating, the parties involved have to "generate options, brainstorm  ideas, give and take, and attempt to get their mutual goals met"  (Hocker & Wilmot, 2014, p. 249). Reference Hocker, J., & Wilmot, W. (2014). Interpersonal conflict (9th ed.). McGraw-Hill. Demonstration of Proficiency By successfully completing this assessment, you will demonstrate  your proficiency in the following course competencies and assessment  criteria: Competency 1: Identify variables within an organizational structure that can promote conflict.      Identify the factors responsible for conflict within an organization. Competency 3: Apply appropriate strategies to reduce or resolve conflicts.      Describe a conflict resolution style appropriate for a conflict situation within an organization. Explain conflict negotiation strategies appropriate for a conflict situation within an organization. Competency 4: Analyze the impact of conflict on relationship building in face-to-face, virtual, cyber, and group communication.      Explain how conflict affects an organization. Competency 5: Evaluate the outcome of proposed strategies of conflict resolution.      Determine the outcomes of conflict negotiation strategies for an organization. Competency 6: Communicate effectively in a variety of formats.      Write coherently to support a central idea in appropriate APA format with correct grammar, usage, and mechanics. Preparation Use the Capella library and the Internet to research conflict  negotiation strategies and conflict resolution styles. Find at least  three resources to use in this assessment to support your plan. Instructions You volunteer with an organization whose executive leadership has  conflicted for almost a year in deep, fairly public ways, on a variety  of topics. At first the conflict seemed to center on the types of events  the organization sponsored, but more recently some members of the  leadership team have been making accusations of bias based on race,  culture, social status, and religion against other leadership members,  including the director. The conflict is making it difficult for anyone  to continue working with the organization. The leadership team is composed of seven members. Six of the  members, including the director, are women. There are two  African-American members, including the only man on the team. There is  one Hispanic member. The other four members, including the director, are  Caucasian. You have successfully handled small conflicts among the volunteers  and staff in the past, and now they have asked you to step in and see if  you can help resolve the conflict before it destroys the organization.  Leadership has already agreed to bring you in to try and help the  situation, but you know you need to have a solid plan for this  undertaking. Include the following in your conflict resolution plan: Identify the factors that may be responsible for causing the conflict. Explain how the conflict is affecting the rest of the organization. Describe the conflict resolution style you will use in this situation. Explain the conflict negotiation strategies you will try. Based on your chosen strategies, determine the likely outcome. alden, A. L., Javdani, S., & Allen, N. E. (2014). Engaging conflict: Supporting power-sharing through constructive conflict resolution. Journal of Community Psychology, 42(7), 854–868. Katz, N. H., & Flynn, L. T. (2013). Understanding conflict management systems and strategies in the workplace: A pilot study. Conflict Resolution Quarterly, 30(4), 393–410. Dijkstra, M. M., Beersma, B., & Evers, A. (2011). Reducing  conflict-related employee strain: The benefits of an internal locus of  control and a problem-solving conflict management strategy. Work & Stress, 25(2), 167–184. Gaunt, R. (2011). Effects of intergroup conflict and social contact on prejudice: The mediating role of stereotypes and evaluations. Journal of Applied Social Psychology, 41(6), 1340–1355. Coleman, P., Deutsch, M., & Marcus, C. (Eds.). (2014). The handbook of conflict resolution: Theory and practice (3rd ed.). Wiley.       Chapters 13, 33, 19, and 34. Hocker, J. L., Berry K., & Wilmot, W. W. (2022). Interpersonal conflict (11th ed.). McGraw-Hill. Available in the courseroom via the VitalSource Bookshelf link.  Chapters 2, 5, 8, 9, and 10.

Presented at the end of Chapters 4, 5, 8 and 9 of the Blanchard and Thacker (2013) text, are examples of what would be done in a real situation regarding a small business that requested training (these sections can be found in the electronic text by going to the “Summary” section for each chapter and scrolling down). Review the Fabrics Inc. examples at the end of these chapters. These sections are labeled, “The Training Program (Fabrics, Inc.)”. Blanchard and Thacker (2013) have demonstrated the phases of the Training Process Model, from the needs analysis to evaluation. Notice how the phases build on one another.Chapter 4 presents the needs analysis, the beginning of a step-by-step process for developing a training program, for this small fabrications company. Chapter 5 continues with a description of the Fabrics, Inc., training program identifying the training design. Chapter 8 provides examples of some of the training outputs, starting with the instructor’s manual and elaborates on the development and implementation steps. Finally, Chapter 9 examines the evaluation phase of the Fabrics, Inc. training.The paper should use APA formatted headings to identify each of the following required sections:AbstractBackground of Fabrics, Inc.Needs AnalysisTraining DesignDevelopment and ImplementationEvaluation of TrainingConclusionReferencesThe paper should be 2,000 to 2,500 words in length (excluding the title, abstract, and reference page) and respond to the following prompts for each phase of the training process model:Needs Analysis (Chapter 4)Critique the organizational analysis conducted for Fabrics, Inc. and determine if there are other questions that should have been asked. Review the operational analysis done through the interview. Note that it was not completed. Generate some of the other questions that should be asked.Training Design (Chapter 5)In the design phase of Fabrics, Inc. Blanchard and Thacker (2013) only developed objectives for conflict resolution. Choose one of the other training requirements and develop three to four learning objectives. Critique the design component and identify areas that were not addressed satisfactorily.Development and Implementation (Chapter 8)Note that there is no discussion of Fabrics, Inc. in the development or implementation aspects of the training. List and describe additional training modules that could be developed based on the training objectives that were developed in the design phase of Fabrics, Inc.Evaluation of Training (Chapter 9)Evaluate the two evaluation instruments used in the Fabrics, Inc. case. Discuss how the evaluation results should be used. Be sure to address internal and external validity of the measurements.The paperMust be 2,000 to 2,500 words in length (excluding title and references pages).Must be double spaced and formatted according to APA style as outlined in the Ashford Writing Center. (Links to an external site.)Must include a separate title page with the following:Title of The Training ProgramStudent’s nameCourse name and numberInstructor’s nameDate submittedMust include an abstract and the required headings as noted in the prompt above.Must use at least six scholarly sources in addition to the course text.Must document all sources in APA style as outlined in the Ashford Writing Center.Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.

Need answers summarized..Each person in the group had to answer each case questions. I have to summarized everyone answers to each questions. So basically each question has been answered just need answers combined and summarized. Please answer per questions like the group did. I have attached all of the group answers.Below is the case is needed