I will concur with the beliefs of $Dr.$ Shapiro. Emotions can evoke different types of feelings, they can be nonverbal as well as verbal cues. When there is conflict, it is a disagreement between or among parties. The most likely emotions that will be evoked would be anger, disappointment, anxiety etc. Emotions are a natural part of our everyday existence, but emotional intelligence is key in conflict resolution. Emotional Intelligence $(EI)$ is the ability to manage both your own emotions and understand the emotions of people around you. There are five key elements to EI self$-$awareness, self$-$regulation, motivation, empathy, and social skills $($Mental Health America, $2023)$ By appreciating the other party's perspective you can enlist helpful emotions and you would be able to get along effectively no matter the dimension. $($Harvard$\text{'}$s Daniel Shapiro at Davos, on Conflict Resolution, $n$ d$)$

Third part intervention is necessary when the conflict has reached the Head Banger stage. Seeing the problem through neutral eyes can be helpful. The third party becomes the negotiator. The negotiator must understand the problem from both perspectives and then develop one of his own Go to the Balcony $($William Ury$)$ Methods such as collaborative problem solving, mediation, and facilitation open the possibility that a party will realize some satisfaction from resolving the dispute. $($Griffith & Goodwin, $2007)$ Although a third party can be beneficial, it also poses drawbacks. A manager uses the power approach to exert authori $(?)$ absent consideration of the employee's interests or participation in the decision. The exertion of power may be accompanied by threats, such as termination or loss to enforce compliance $($Gniffith & Goodwin, $2007).$

As time goes by and technology improves, the way we teach and the way we learn is rapidly changing. The old members of staff are disgruntled about the change from pen and paper to a more computerized friendly environment As the staff have had conflicting conversations among themselves, the administration is in the process of setting up meetings, seminars, and training to accommodate the changes to come. Employees were disgruntled about time, training, compensation, and short$-$term training. The administration method of conflict resolution was to collaborate with a bit of compromise Being soft on the people and hard on the problem. $($Ury$,2016)$ All staff members need to be reminded that we have a common goal and globalization has opened the door for progress, but this will come with many changes that we will get through together. The administration will also offer incentives and monetary compensation for training. What is good about this post?