Five steps to conflict resolution:

1 Set the scene

2 Gather information

3 Agree the problem

4Discuss possible solutions 5.Negotiate a solution.

1.Setting the scene

Everyone involved in the resolution of a workplace conflict should be aware that the issue may be mutual. Everyone must understand that discussion and negotiation are the best conflict resolution tools. Arguments are likely to make conflicts worse. However, an assertive approach should be adopted speaking. You should also use active listening skills. This combined approach should result in effective communication among the team.

2.Gathering information

You should consider different viewpoints when attempting to resolve conflict. It is important to understand other people's concerns, needs, and interests. Other people's opinions should be respected. Cooperation will be required in order to solve problems. You should develop an understanding of the employee's motivations and goals. Then consider the effects of your actions. Personalities should be left out of the discussion, and work issues should be addressed. You should aim to be clear, concise, and flexible. Make sure that feelings are clarified.

3.Agreeing the problem

People may perceive problems differently, depending on their goals, needs, and interests. There should be agreement regarding the resolution of problems prior to the discussion of solutions. If a mutual agreement can't be achieved, then you will need to consider how each person perceives the problem.

4.Discussing possible solutions

Everyone should be given the opportunity to propose solutions to the problem. There should be a shared agreement regarding the consideration of ideas. It may be appropriate to brainstorm possible solutions.

5.Negotiating a solution

Everyone should have an understanding of perceptions regarding the problem at this point. It should be possible to establish mutual agreement about an appropriate solution.

a five-step procedure for appropriately dealing with difficulties in the workplace. one of these five steps is described. Using the drop down menu, choose the step number that is best described by the description.

we just relate to which step is described to these steps :

I. Brainstorm solutions to resolve the conflict quickly and effectively. Give your input and suggest possible ways of dealing with the problem appropriately

.II. Follow up on outcomes. Are you getting the result you wanted? Problems can re-appear if no one follows up on this! What seemed reasonable during the negotiation stage may not be working.

III. Discuss and define the problem. Discuss the problem as openly and honestly as you can. While doing so, show respect and empathy towards each person and consider their viewpoints.

IV. Agree and take action. Agree on the best solution - taking everyone's needs and organisational constraints into account.

Be patient. This process may take several weeks. Forcing solutions on people leads to resentment. All parties must agree and do their part to achieve a positive outcome.

V. Confirm the problem. Paraphrase and ask questions to make sure everyone agrees on what the problem is.