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RESPONSE GUIDELINES

Read the posts of your peers and respond to at least one other learner regarding his or her position.

Your response must be substantive and contribute to the discussion. Compare your analysis to that of your peer and comment on the similarities and differences that you see. If there are aspects of his or her post that you do not agree with, present an argument to support your position. If you need more information from your peer, be sure to ask questions for clarity.

Student post down below:

As an example of conflict and resolution in a past situation, I think of the LEAP program (Letting education advance people). This program combined the resources of 8 local churches to help high school students pass an exam, that was giving minorities a hard time. We pooled our resources including buildings and transportation as well as our members to help with meals and crowd control. As time went on we began to have a conflict with the members over who was allowed to do certain things within the building. The members that belonged to the church whose building was being used became very controlling and it offended others members from other churches. The pastors of the 8 churches came together to have a conversation with all of the volunteers, in that meeting we brought up all that we had in common, including our belief in God, our love for the children, and our commitment to change. Afterward, the trouble between the members began to lessen and we learned the lesson, that groups need to be reminded of their combined goals, and they need to be taught to accept different ways of arriving at the same goal.

Trust as a Baseline for Mediation

While working for a particular human services organization, there was once conflict with the local healthcare department, one of our main partners. The organization and the healthcare department had different information about the number of clients each had served in the scenario. It was standard for both the hospital and the agency to compare their information before reimbursement. Since the info did not match, there was some disagreement as each party tried to justify their figures. However, the administration agreed to settle the issue amicably due to the trust and long-standing relationship between the two organizations. The auditors realized the error was with the healthcare department and was corrected. Since then, the two institutions have continued as partners in human services.

In my opinion, trust can serve as a baseline for conflict mediation. Trust is important in conflict resolution as it helps organizations reveal information that might be useful in the process. Additionally, the trust ensures the conflicting institutions stick to the agreements (Crane, 2020). This approach to resolving conflicts will also promote long-term relationships between the organizations. Therefore, human service leaders should fully trust their partners in the macro environment to foster effective collaboration (Crane, 2020). Trust builds teamwork among the organizations in the macro-environment. Besides, trust is vital among the partnering agencies as it fosters effective communication and creates motivation (Netting et al., 2016). Thus, trust creates a culture of honesty and mutual respect among the stakeholders. This practice also ensures human services organizations achieve their mission by having shared goals with their partners. Hence, trusting the stakeholders in the macro-environment increases confidence of the staff and productivity between the organizations.

References

Crane, B. (2020). Revisiting who, when, and why stakeholders matter: Trust and stakeholder connectedness. Business & Society, 59(2), 263-286. https://doi.org/10.1177/0007650318756983

Netting, F. E., Kettner, P. M., McMurtry, S. L., & Thomas, M. L. (2016). Social work macro practice. Pearson.