We recommend the following steps in preparing to handle a workplace conflict:

Carefully and logically select the strategy to use, and be clearfor yourself and to otherson why this strategy will work the best as opposed to the other options in that situation. Rehearse the strategy, and be prepared with factual documentation if necessary to discuss the situation with confidence. Stay calm and level-headed. A manager who is personally involved in the conflict should walk away briefly if tensions rise. Focus on being as objective as possible. Act professionally and avoid making judgments. Be wary of non-fact-based information, such as rumors or unproven statements. Let the employees vent their anger in a constructive way. Part of the anger often comes from the parties feeling they have not been heard. Once it has been expressed, set the anger aside and focus on the issue behind the conflict only. Do not ignore how you feel about the process, and be clear about what you want or need from the resolution. Consider how others feel, as well as what they want and need. Understand that emotions can affect behaviors in uncharacteristic ways. Try to put yourself in their situation, and take whatever steps are feasible to defuse the tension. Know ahead of time the resource implications and other limitations of each potential solution to the conflict. Stay prepared to change your approach if the situation warrants.

Conflict in the workplace is incredibly costly to the organization (p. 174). Costs of conflict can include employee turnover, wasted productivity, losing talented staff, absenteeism, negative patient outcomes, and more. Chapter 9 of your textbook lists 7 conflict management strategies that a skilled leader or manager should match to the specific situation they are meant to resolve (p. 182).

For this week's discussion, choose three of the seven strategies presented in your text to think critically about. For each of the three strategies, address the following:

Describe an example situation that this technique could be well-suited to solve Discuss how the technique could resolve the situation and the specific considerations a leader must consider when using this technique Think back to what you learned in Chapter 6 about the need for trust. How does this technique support or challenge trust between those in conflict? How does it help or hinder trust in the institution?

please provided scholar articles within the last five years to support answer