negotiation and conflict resolution 30

Hypothetically speaking, you are assigned to a committee of three to decide on a dress code for University Staff and Faculty. Only two of the three votes are required to pass this policy. In this situation you are one of the two agreeing to a dress code. What steps might you take to gain the cooperation of the third party after the policy has been initiated.
Read and respond to at least two (2) of your classmates’ posts. In your response to your classmates, consider comparing your articles to those of your classmates. Below are additional suggestions on how to respond to your classmates’ discussions:
· Ask a probing question, substantiated with additional background information, evidence or research.
· Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives.
· Offer and support an alternative perspective using readings from the classroom or from your own research.
· Validate an idea with your own experience and additional research.
· Make a suggestion based on additional evidence drawn from readings or after synthesizing multiple postings.
· Expand on your colleagues’ postings by providing additional insights or contrasting perspectives based on readings and evidence.
Replie to first topic:-
Being a committee member I’m responsible for taking the right decision. Hence, I would first contemplate the benefits for the university by having a dress code. It is an important step for any situation, as lacking thorough knowledge on the policy will make it impossible to get the cooperation of the third party (Fayokun, & Adedeji, & Oyebade, 2009).
Considering the effects of the dress code, a dress code is meant to bring equality and discipline in individuals of any organization/ university. Teaching staff and other faculty are expected to have proper attire and good behaviour, dress code will make it easy to implement the control over their style of dressing and eliminate the improper dressing which will also influence the behaviour of the students (Fayokun, & Adedeji, & Oyebade, 2009).
While approaching the third party for their consent, apart from stating the benefits of the dress code, we are also needing to listen and consider their apprehensions. Understanding their perceptions will help us to plan on how to make them compromise and agree with us. It is also important to have knowledge on how to eliminate any problems arise from dress code. Getting the consent of the faculty, and to clear their uneasiness will also be important to pass the policy smoothly (Stolz, 2018).
Considering the examples of other universities which implemented or considering the dress code will help us to gain a clear idea about the policy and its effects on university culture.
Any policy will usually affect a large mass of people, being aware of this fact, have a set of my facts along with the other parties point of views will help me approach them accurately and to make amendments to the policy so as to implement it error-free. Consider if any problem faced by other universities who applied dress code and think on how to face such situations to make the policy in university a success (Stolz, 2018).

Reply 2 :-
In the given situation, the board of committee which is consisted with five members needs to implement a policy to have a dress code in the University staff because of the proper business attire in order to maintain a professional image of themselves as employees as well as the University. Especially when the staff interacting with the students and professors on daily basis. The committee members may have come up with this policy implementation with these important facts about the appropriate dress code. There have been disagreements for this new policy and being as one committee member in the opposing side, it is important for me to acknowledge and understand the reasons for this implementation. It’s important to have a corporate unity in shared interests in the common responsibility in a board or committee in a student institution or any other corporation. As a committee member, I have the power to oppose the decisions and call out more reasoning for the decisions before its pass along and implement in the university. My argument for the disagreements would be that staff would not need to consider the professional attire as we all working for a student institution.
The author McCabe (2017) explains how committee members along with the board of directors need to work hand in hand to accomplish University’s/organizations mission. It may be strange to see the disagreements when there are new implementations but every committee member have the right to oppose for any policy amendments. However, in the real world, any board with committee members anticipate debates before implementing or making any decisions. In this kind of a situation, the policies and procedures may support for this whole process. These disagreements could be healthy and also would be productive depending on the achievement. The committee cannot proceed with any policies with any disagreements and it’s important to have a clear conclusion and decision. Resolving conflicts and disagreements may start first by the clear communication of the board of directors, chair, and managers. As a committee member in the opposing party, I would follow below procedure to ensure the understanding of a new policy for dress code advantages and what negative feedback would we received as staff,
1. Understand the role in the committee and stay in the lane.
2. Needs to take responsibility on their own behavior in the committee.
3. Understand the corporate governance structure in the University (rules, laws).
4. Value the disagreements where it’s productive – By valuing the disagreements of the dress code policy.
5. Improve the ways of communication through the board with effective communication strategies – In this situation, the board portal should be considered where it would help direct the discussion topics into one place. In this way, it’s helping and giving the ability to the committee members to review and address their point of view on dress code policy in the University.
6. Understand and identify the interests of the committee members – this can be done by active listening for the committee members concerns on dress code policy and ask questions to confirm the understanding and more deeper questions which aims the issues for deeper concerns.
7. Understand the positive achievements of dress code policy and negative feedbacks on dress code policy. This can be done by discussing the positive advantages of the dress code policy and how effective it would be and what negative feedback will the University would face.
8. Directly the discussion to a conclusion based on the advantages and disadvantages – Once we discuss the advantages and disadvantages it would be easy to come up with a final conclusion of having a dress code policy.
9. Continue observation whether dress code policy has been positively adopted by the employee or whether there are any changes to be made after adopting the dress code policy.
As a committee member, I would review the results from number 9 and 10 and analyze whether the committee members are requesting this policy implementation for good and fair reasons. They may come with many positive reasons on why the dress code matters in a student institution. How the professional image who help to make the institute more successful and look professional to the outside world. If the reason are fair then I would pass the agreement. Finally, I would request the committee to have an active observation how well the staff agree for this new policy and whether there is any positive or negative feedback on implementing the new policy.
Few of the main take away from the process that I have identified above is the value the disagreements, active listening to the other party for the operational health of the corporation, communication which is important in the conflicts and disagreements and continuous observation (Geisendorf, 2016). The continuous observation is always important when a corporation implements any policy whether it has a positive feedback from the working staff or whether we have a negative feedback from the working staff because employees are the main body of any University and it is important to give them a priority.
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