Acceptance of opposition
Leaders must learn to be open to all opinions in order make great judgements. Accepting the views of others is better than defending one’s beliefs. Rubenstein, 2017. Leaders should encourage their team members to suggest and accept alternative ideas. Leaders shouldn’t be afraid of listening to other people, and should encourage their team to share their ideas with them.
Comparing positional and interest-based negotiation
Trust requires leaders who can provide good protocols and due processes to guide people in making decisions. Leaders can inspire trust by demonstrating the best characteristics of professionalism, honesty, accountability and professionalism. In interest-based negotiation, a party is able to receive a specific choice and benefits. Individuals are affected by their self-centeredness and egos in interest-based negotiations. Trust-based bargaining can be shallow when interests diverge, which leads to conflict that escalates (Menkelmeadow, 2017). However, trusts based on position are durable as individuals who hold positions enjoy greater experience, referential and reward capabilities.
After having been taken down
A collaborative approach to dispute resolution is the basis for ‘Getting shot down’ and ‘thanking’ them. A collaborative approach to dispute resolution involves listening, understanding, and then implementing other people’s ideas when they seem more feasible and realistic than your own. Leaders take a team approach and allow others to speak their minds. They also evaluate the feasibility of the plan before executing in order to get the desired results. Collaboration involves trusting others and allowing them to share their perspectives. Instead of confronting conflict, the collaborative approach emphasizes creating synergy by working together (Rubenstein 2017).
Vulnerability
Leaders can be vulnerable to show their values and gain trust from others. Leaders can use their weakness to gain support, rather than confronting adversaries. Trust and vulnerability go hand in hand. In order to build trust individuals need to let go of their vulnerabilities. Being vulnerable could mean having faith and openness to disappointment (Menkel Meadow, 2017). Scott C. Revkees (the Surgeon General in Florida) is an excellent example of someone who uses their vulnerability to build trust and settle disputes. Covid-1 was at its peak, and reviews were able to use vulnerability to resolve disputes among healthcare providers. Healthcare workers protested against the immunizations and asked for PPEs. Reviewers voted for the vaccine in spite of objections by doctors. The majority of patients changed their minds about compulsory vaccination. The resistance rate of the institution decreased after the recipients received the vaccines. He chose to make himself vulnerable by taking part in this first-ever short. This helped to ease tensions between state officials and anti-vaccination professionals.
An analysis of organizational conflict
Zachary’s perspective is similar to mine. Zachary believes that listening and having a good interaction with both the parties are the most effective ways of resolving problems. Zachary uses a collaborative approach to solve problems by encouraging people to share their ideas and work together on one execution method. Collaboration fosters trust between its members because all are involved in the decision-making process. Collaboration fosters creativity by allowing people to share their perspectives and discuss practical methods to solve disagreements.
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