This website uses cookies to ensure you have the best experience. Learn more

Third Party Conflict Resolution – Sick Leave

1517 words - 6 pages

Third Party Conflict Resolution – Sick Leave
The case of sick leave involved Kelly, who was hired by Soto Board of Education in Japan. Her employment was with The Japan Exchange and Teaching Program (JET) and Conference of Local Authorities for International Relations (CLAIR) had taken over the contracts for the workers of JET. CLAIR’s role was to be a liaison during recruiting and selection, counseling and participant welfare. Their main function was to promote the exchange at the local level. The paper stated that if there was a problem with the host institution, then it was up to the host to address and solve the issue. If the problem didn’t get resolved then the participant could go to CLAIR with their grievances. It was up to them to step in on JET participants’ behalf to work to solve the issue.
Kelly was hired as an assistant language teacher (ALT) and had been working for six months. She was to work three days a week in the board of education office and two days helping with the English program. Her contract stated that her hours were Monday to Friday 8:30 AM to 5 PM. These hours were not the hours of the Japanese workers. Their culture had the employees working six days a week and rarely took time off. Kelly’s contract also had vacation and sick leave time given but stipulations as to when a doctor’s note was needed and the notice time given for time off for vacations.
Kelly got sick and called into her boss at the Board of Education office and stated that she would not be in for two days due to illness. Her boss, Mr. Higashi, told her she needed to bring a note from the doctor when she returned to work. She did as was asked and had the note when she returned to work two days later. Her boss wanted her to take vacation time instead of sick leave for her absence since that was the custom in Japan’s workforce (Lewicki, Saunders, & Barry, 2006, pp. 678-687).
The possible intervention strategies consist of the following:
MCS (Means-control strategy)- Manager intervenes in the dispute by influencing the process of resolution (i.e., facilitates interaction assists in communication, explains one disputant’s views to another, clarifies issues, lays down rules for dealing with the dispute, maintains order during talks) but does not attempt to dictate or impose a resolution (through he or she might suggest solutions); The final decision is left to the disputants; high on process control but low on outcome control (e.g., mediation, conciliation).
ECS (Ends control strategy): Manager intervenes in the dispute by influencing the outcome (i.e., takes full control of the final resolution, decides what the final decision will be, imposes the resolution on the disputants) but does not attempt to influence the process; the disputants have control over what information is presented and how it is presented; high on out come control but low on process control (e.g., arbitration, adjudication, adversarial intervention).

Find Another Essay On Third Party Conflict Resolution – Sick Leave

Managing Conflict Using Problem Solving Essay

1737 words - 7 pages out themselves)--then, if necessary, providing third-party intervention (the parties seek a mediator); and avoiding the use of force, unilateral judgments, giving in, and doing nothing. 3. Develop a process for handling conflict. Identify who to go to, what steps to take, and expected outcomes. 4. Develop a procedure to follow, including establishing ground rules, purpose, roles, and a confidentiality policy (45).Conflict resolution must be a

Week Four Critique Essay

585 words - 3 pages stress the benefits of bringing in a third party neutral and give conflict resolution students techniques for helping school administrators and their communities work together successfully. Reflecting on the case studies and these two chapters in particular though, this student does appreciate that even as educators for other educators, Gorton and Alston don't tell readers what to think, rather they encourage them to think critically and to draw

Managing Conflicts and Negotiating Effectively

1677 words - 7 pages Conflict?Conflict is a natural disagreement resulting from individuals or groups that differ in attitudes, beliefs, values or needs. It can also originate from past rivalries and personality differences. Other causes of conflict include trying to negotiate before the timing is right or before needed information is available. ( Conflict refers to a process in which one party perceives that its

Conflict resolution

1570 words - 6 pages Conflict occurs whenever disagreement exists in a social situation over issues of substance or whenever emotional antagonisms create frictions between individuals or groups. Managers can spend a great deal of time handling conflicts in the workplace. Such conflicts can include management involvement as one of the key factors. There may also be the type of conflicts where management may represent a third party involved. The manager may also act

PSY430 Facilitating Group Interaction Paper

1646 words - 7 pages resolution opinion is controversial. At times, listening to each employee's complaint individually will allow freedom of expression that can be suppressed in a meeting of all involved parties.The third action to avoid is in believing that only the parties involved in the conflict are affected. Everyone who interacts with the conflicting employees is affected by the stress. Employees may feel they are in a highly explosive environment where they

Managing Conflict in Teams

1780 words - 7 pages conflict resolution is used when the team members cannot resolve a conflict on their own. A third-party is asked to help resolve the conflict. The third-party may be a member of the group who is not involved in the conflict or someone who is brought in from outside the group. This third-party cannot make a decision for the team, but is there to help the team members devise a solution to the problem. This third-party can assist by listening to team

Win-Win Approach to Conflict Resolution

754 words - 3 pages attitude to want to make the situation better and resolve the conflict. There must be sincerity in the desire to resolve the conflict. The individual must want to resolve the conflict while caring about the sensitivities of the people involved. If the individual lacks the time or interest, find someone to do it for you, a third party. Next becomes the buy-in from the individuals involved. The people involved in the conflict must be cooperative and

Conflict Resolution

1181 words - 5 pages Competition is defined as “the effort of two or more parties acting independently to secure the business of a third party by offering the most favorable terms” ( This is a win - lose style of conflict resolution. One team member will win the conflict over the other party. Usually he or she will overcome the other party by persuading the neutral team members to accept his or her side. A disadvantage of using competition is it can

Conflict Resolution In The Workplace

2446 words - 10 pages presentation of evidence and an oral argument. “Conciliation, facilitation and mediation are interest-based processes; the disputing parties themselves craft a resolution that meets their needs. Arbitration is a rights-based process; a third party determines the legal rights of the parties.” Morrow Bernardi (1999) While mediation is not new to labor and management disputes, it is relatively new to workplace management partly because of an

The Importance of Resolving Conflict in the Workplace

601 words - 2 pages . Keep a positive approach to conflict resolution to calm the situation. Do your best to be courteous to one another and remain constructive under pressure. Listen carefully and agree to establish the objective. Explore options together and be open to the idea that a third position may exist, and that you can get to this idea jointly.

540 WK 4 non-employment-conflict-management-worksheet Indiv

1204 words - 5 pages believes disturbing the wetlands will disturb the ecosystem. He has picked up the fight for the three residences who do not want to leave their homes. The Nature's gift Society has pledge $100,000 dollars to help with litigation costs."Interference or the perception of interference is necessary to complete the conditions for conflict" (Wilmot & Hocker, 2007).I remember an incidence where a friend in England was interested in purchasing a home in

Similar Essays

Third Party Intervention In Civil Conflict

1194 words - 5 pages Third Party Intervention in Civil Conflict Struggles involving civil wars and violence far outnumber those dealing with external aggression and conflict, especially in today’s society. These internal conflicts over identity, territory, and government are more difficult to resolve through peaceful negotiation, creating an augmented sense of collective responsibility to acknowledge. If handled incorrectly, the situation may worsen, causing

Cost Benefit Analysis Of Third Party Intervention In Intrastate Conflict

6379 words - 26 pages decisions based on what is in the best material interests of the state. Bibliography Bergquist, Charles. Et all, Ed., Violence in Colombia: Waging War and Negotiating Peace. Scholarly Resources Inc., 2001. Carlson, Lisa J. “A Theory of Escalation and International Conflict.” The Journal of Conflict Resolution, (1995) Volume 39, 511-534 Carment, David and Dane Rowlands. “Three’s Company: Evaluating Third-Party Intervention in

Conflict Analyses And Mediation Essay

1829 words - 8 pages third-party facilitator helps people discuss difficult issues and negotiates an agreement” (Association for Conflict, 2003 par 5). Team A leader stated that, I asked Team B leader if he had noticed anything similar in his group. He said yes but he also stated he explained the importance to his team members the need to have their personal lives in balance because there will be overtime from day to day. I told both Team leaders I appreciated their

Conflict Resolution In Work Teams Essay

2263 words - 9 pages , recognition, and power. Understanding the sources of conflict will enable a smoother conflict-resolution process.Personality and Interpersonal IssuesAccording to the article "Why Employees Leave a Company" in the publication Journal of Accountancy, 8 % of the respondents to the survey about reasons for leaving a company stated "personality conflicts" as their reason for leaving ("Employees," 1995). Personality conflicts are either going to be evident or