PLEASE REVIEW DISCUSSION GUIDELINES ATTACHMENT BEFORE WRITING RESPONSE...STRICT GUIDELINES HAVE TO BE FOLLOWED TO RECEIVE FULL CREDIT!!! COM 665 Discussion Participation October 2015.docx DISCUSSION POST:The ability to listen is as important as the ability to speak.  Effective communication starts with the understanding that there is my point of view and someone else’s point of view.  As conflict in the workplace is bound to arise, it is important to understand how the individuals involved may successfully move forward.  Through open communication and sometimes, mediation, conflict management is better developed.  “Mediation dynamics can set an example for participant behavior and can influence the content of the agenda, and affect the range of outcome options considered” (Alexander, 2008, p. 98).  I believe the idea of a third party dispute resolution system is not only positive, but also encourages active and civil communication.  “If both of you are yelling, no one is in charge”, which I have found to be more than true when tensions run high in the workplace (McConnon & McConnon, 2008, p. 66).I previously worked for an organization where one employee had become increasingly frustrated with another worker seated nearby.  Not only did the pair have to work in close quarters, they also had to travel together, venture on sales calls together, etc.  My manager had noticed the tension and decided to discuss the ongoing situation with the employees privately.  My supervisor became somewhat of a mediator and allowed the employee’s to talk over the issues at hand to serve their needs and promote quality assurance in the organization (Charkoudian, De Ritis, Buck, & Wilson, 2009).  I was close with one of the employee’s facing this predicament and she informed me that the session was helpful as both individual’s explained their frustration.  They had a long discussion in which they outlined their personal needs and organizational goals with one another to better understand one each other’s perspective.  This discussion identifies with the lecture discussed by Dr. Dailey in which he states, “in many work situations, people’s goals are similar enough that they can work together” (slide 3).  They also realized a simple miscommunication which led to confusion among several work-related issues that were easily deliberated and mended to move forward. This realization falls in line with the thoughts discussed by Goldman, et al. (2008), in which they determined mediation was “proven popular because, to a large degree, it works and has led to many positive perceptual outcomes” (p. 313).  Being aware of a problem is the first step to correcting it.  As Sheryl Sandberg, the COO of Facebook discusses workplace conflict, she states, “reflecting someone’s viewpoint clarifies the disagreement and becomes a starting point for resolution” (Sandberg, 2013, p. 81).  Keeping this perspective in mind is important as workplace conflict will always exist.  It is important to listen to and respect fellow coworkers no matter the situation.  At the end of the day, I believe most employees would agree with the concept that they want to fight the problem, not the person.Word Count: 484ReferencesAlexander, N. (2008). The mediation metamodel: Understanding practice. Conflict Resolution Quarterly, 26(1), 97-122.Charkoudian, L., De Ritis, C., Buck, R., & Wilson, C. L. (2009). Mediation by any other name would smell as sweet-or would it? The struggle to define mediation and its various approaches [Special issue]. Conflict Resolution Quarterly, 26(3).Dailey, W. (2016). COM665 Lecture: Managing Conflict.Goldman, B. M., Cropanzano, R., Stein, J., & Behson III, L. (2008). The role of third parties/mediation in managing conflict in organizations. In C.K.W. de Dreu & M.J. Gelfand (eds.) The Psychology of Conflict and Conflict Management in Organizations.McConnon, S., & McConnon, M. (2008). Conflict management in the workplace: How to manage disagreements and develop trust and understanding. Retrieved from http://www.untag-smd.ac.id/files/Perpustakaan_Digital_1/CONFLICT%20MANAGEMENT%20Conflict%20management%20in%20the%20workplace.pdfSandberg, S. (2013). Lean in. New York: Alfred A. Knopf.

PLEASE REVIEW DISCUSSION GUIDELINES ATTACHMENT BEFORE WRITING RESPONSE...STRICT GUIDELINES HAVE TO BE FOLLOWED TO RECEIVE FULL CREDIT!!! COM 665 Discussion Participation October 2015.docx DISCUSSION POST:Effective communication can be the linchpin to productive alternative dispute resolutions. Effective communication can be defined as a two-way information sharing process, which encompasses sending messages that are straightforwardly understood by the receiver. This method has helped me in the past when a co-worker and I miscommunicated on how customer notes should be recorded. The co-worker in question had stopped communicating with me, which was very strange based on his character. I engaged him in positive and compassionate conversation, and together we were able to resolve the conflict, we also enacted a better process for system notes. Based on slide three entitled alternative dispute resolution, it is revealed that when individuals do have the right during alternative dispute resolutions, they can arrive at their own agreements. Effective communication is constructive during this process (Dailey, 2016).Five years ago my manager and I came into conflict when a sizeable amount of tasks were passed down with no additional direction attached to them. I entered her office and explained my confusion about the order in which the tasks need to be completed. We conversed for an hour going back and forth about the origin of the confusion, and put in place a procedure in which the order of work should be completed. The mediation metamodel’s interaction dimension dialogue section discloses that the ability for both individuals to communicate positively while respecting each other, lends to a prosperous outcome with both parties resolving the conflict themselves (Alexander, 2008).  The article by Charkoudian observes the numerous approaches to meditation from two selective studies. The first in which was taken by the mediators themselves, and the second taken through years of research observing the actual mediations. Both studies reveal some level of effective communication, whether it was through the mediators or through the parties involved in the act of mediation. Effective communication is used to reach an agreement within both studies and seems to be advantageous during the mediation process. This article reveals that there are different perspectives on effective communication and could also reveal that there are different levels of effective communication (Charkoudian, 2009).Can mandatory mediation disrupt effective communication? This question is based within the article on the psychological perspective of conflict management. Based on a portion of this article, it is frequently difficult to reach an agreement when mediation is mandatory, as it often is. Making mediation mandatory among individuals within an organization forces them to become more effective communicators. This process opens the door to resolving conflict by helping individuals achieve collectively what they cannot achieve individually (Goldman & Cropanzano, 2008).Africa is experiencing this identical trend from lengthy court system cases, to individual alternative dispute resolution dialogues. Mediators receive a thorough education, which includes communication dynamic tactics. These mediators learn to express ideas clearly while transmitting information, and also learn to observe the shifting and changing of those messages. It is believed that this training in dynamic communication will lead to more positive alternative dispute resolutions (Uwaize, 2011).  Word Count 498, not including the references.Alexander, N. (2008). The mediation metamodel: Understanding practice. Conflict Resolution Quarterly, 26(1), 97-122.Charkoudian, L., de Ritis, C. et al. (2009/Spring). Mediation by any other name would smell as sweet – or would it? The struggle to define mediation and its various approaches. Conflict Resolution Quarterly, 26(3), 293-316.Dailey, W. (2016). [PowerPoint] Slide 3.Goldman, B.M., Cropanzano, R., et al. (2008). The role of third parties/mediation in managing conflict in organizations. In C.K.W. de Dreu & M.J. Gelfand (eds.) The psychology of conflict management in organizations. New York, NY: Taylor and Francis Group. Pages 291-319.Uwazie, E., & National Defense University. Africa Center for Strategic Studies. (2011). Alternative Dispute Resolution in Africa Preventing Conflict and Enhancing Stability /.

We communicate daily in our personal and professional lives. How we communicate with our friends and family differs from how we communicate in the workplace.Consider how you react and what communication skills you use and answer the following questions:How do you communicate with superiors, subordinates, and peers? Are the elements of communication different or is the approach different?What communication skills do you use when you are working in a team?What communication skills do you use when you are dealing with a situation that is making you angry, for example, phone rage?What are the key elements of communication that you use in your work environment?Do you believe that the same communication skills work for every situation? Why or why not?Write your response to each question in one paragraph. Be sure to refer to appropriate terms, concepts, and research from your readings this week to help support your response, initial response has to be at least 150 words