Chapter 8 – Ethics and Morality Chapter 10 – Third Party Conflict Resolution

1. Welcome
To My Presentation…

2. My Presentation On

3. My Topics
Chapter 8 – Ethics and Morality
Chapter 10 – Third Party Conflict
Resolution

4. Ethics and Morality

5. Continue…
Ethics
The basic concepts and
fundamental principles of
decent human conduct.

6. Continue…
Morality
Conformance to a recognized
code, doctrine, or system of
rules of what is right or
wrong and to behave
accordingly.

7. Behavioral perspective for conflict management
The ability to productively
resolve conflict in the
workplace is a necessary
skill for supervisors and
managers.
1. Listen to the history of the
conflict only once.
2. Identify specific actions that
trigger emotional responses
and reactions in the
participants.
3. Focus on the future.

8. Ethical evaluation of conflict management
Conflicts are inevitable, but the more we know about
human nature, the more positive the outcome of a
conflict might be for both parties.
• People love to be agreed with.
• People hate to be disagreed with.
• People like other people who agree with them.
• People dislike other people who disagree with them.
• People who are good at resolving conflicts look for
some point of agreement and use good people skills
to get others to see a different point of view.

9. Ethics and leadership structure
Leadership Ethics
Employee Ethics
Ethical Organizational
Culture.

10. Four methods of discourse
Logistic Method
Problematic Method
Dialectical Methods and
Agonistic Method.

11. Practical method and conflict management style
Obliging
Style.
Dominating
Style
Avoiding
Style and
Compromising
Style.

12. Stages of Moral development
• Pre-Conventional
Level
• Conventional
Level and
• Post-Conventional
Level.

13. Third Party conflict Negotiation

14. Mediation
A form of conflict
resolution in which a
neutral individual
attempts to assist the
parties to find a
compromise acceptable
to both.

15. Arbitration
Settlement of a dispute
(whether of fact, law, or
procedure) between
parties to a contract by a
neutral third party (the
arbitrator) without
resorting to court action.
Arbitration is usually
voluntary but sometimes
it is required by law.

16. Alternative dispute resolution
• Alternative dispute resolution (ADR) refers to a variety of
processes that help parties resolve disputes without a trial.
Typical ADR processes include mediation, arbitration,
neutral evaluation, and collaborative law. These processes are
generally confidential, less formal, and less stressful than
traditional court proceedings.

17. Managerial dispute resolution
Conflict in the workplace is a normal interpersonal
dynamic and it is to be expected. Every individual is
unique with different experiences, values, and beliefs.
The workforce is changing and diversity in the
workplace is increasing, which can create very
positive outcomes for an organization. Our
willingness and ability to accept, understand, and
respond to individual differences is critical for
achieving these positive outcomes.

18. Have a nice day…..