International Conflict Resolution and Management

International conflict resolution and management necessitates the need to identify causes and effects of conflict in order to come up with effective and efficient resolution and management tools and strategies. This is possible through the deployment of different strategies including negotiation, mediation andu00a0arbitration. The strategy to be used is heavily dependent on the nature of the conflict situation presented.u00a0 It is of critical importance to be able to point the source of a conflict and also deploy the right strategy to resolve and manage the conflict situation. Accurate and timely pinpointing of a source of conflict potentially makes the difference in right and timely response as well as resolution.

Negotiation, mediation and arbitration are the most commonly used methods of conflict resolution and management (Bercovitch et al., 2009). To begin with, negotiation has steadily become a viable and important conflict resolution and management tool in bringing about peace and stability in the world. Negotiation is a conflict solving and management strategy that demands mutual respect as well as cooperation from the parties involved. It is a process that allows the parties involved to engage in a process of making offers depending on what it is they want, counteroffers and eventually reach an agreement that is beneficial to all. Negotiation provides an alternative to the rigorous proceedings of a court system and instead provides a platform for the different parties involved to speak to one another and sort their issues out.

Mediation on the other hand is a conflict resolution and management process that demands the use of a third party who then becomes a neutral mediator whose main responsibility is to assist the warring parties to come to an amicable and mutually agreeable solution through constructive dialogue, active discussion and negotiation of the issues presented that are plaguing them. There are multiple advantages to be accrued as a result of using mediation as a tool for conflict resolution and management. These benefits include but are not limited to, the process is less costly, it is non-legalistic, very flexible, allows the aggrieved parties to speak and be heard, the process also allows for impartiality and mutual consensus on the eventual solution whereby all the parties involved are able to accept the outcome consequently leading to sustainable peace.

The mediator plays a critical role in ensuring a successful mediation process. Some of the duties and responsibilities of the mediator include ensuring effective communication between or among disputants and ensuring that a conducive environment is maintained which goes a long way in enhancing trust and confidence among the participants as well as encourage the disputants to open up and speak up. Additionally, the mediator plays the role of a facilitator whose job is to ensure active mediation and listening to and by the disputing parties. Moreover, the mediator is also employed to ensure that the outcome of the mediation process is a positive one, amicable and agreeable to all.u00a0 In light of the critical role played the mediator, it becomes essential for he or she to be a good listener and with the ability to correctly and interpret both verbal and non-verbal cues as the disputants are (Bercovitch et al., 2009). It is imperative to note that a mediator is not a decision maker rather, he or she assists and guides the disputing parties in their communication and agreement.

Lastly, the use of arbitration as a conflict resolution and management method places an arbitratoru00a0in the role a judge. In arbitration, it is as if the case has gone to court. Theu00a0main role of the arbitratoru00a0is to hear arguments and keenly critique evidence presented by the disputing parties in an effort to come up with and actually make the best decision possible. The arbitrator is a decision maker and he or she first listens to both sides of a presented dispute and is afterwards charged with the responsibility of making decisions that then legally bind the parties involved all in effort to resolveu00a0the issues presented. The major benefit attributed to arbitration as a tool for conflict resolution and management is that it offers a much less costly way to resolve disputes which is a better alternative to litigation which can be costly. Given the key role an arbitrator plays, it is of essence that he or she should have extensive knowledge and experience in handling the arbitration process and in making impartial decisions based on the applicable law and presented facts and evidence (Bercovitch et al., 2009).

Emmanuel Addo

Emmanuel Addo is the founder of the Young Global Leaders Network, an international non-governmental organization registered in six (6) countries namely, Ghana, United Kingdom, Nigeria, Sierra Leone, Democratic Republic of Congo, and South Sudan and has a membership strength of over 15,000 young black professionals, students, graduates, and aspiring leaders.

The organization also operates in 25 other African countries. Emmanuel also doubles as the chief convener and founder of the Young African Leaders Summit, one of the largest continental youth summits in Africa.  

Currently works at Kingston University as a Business Engagement Team Member in their Partnerships and Engagement Department. 

He characterizes energy, integrity, result-oriented, and ground-breaking service in each detail of strategic management, change management, stakeholder management, and leadership acquaintances.
Emmanuel owns a core background in Sociology and Psychology from the University of Ghana.

Leveraging his experience as a youth activist and a dynamic young man, Emmanuel founded the Young Global Leaders Network, a youth organization that comprises young diplomats, young politicians, and aspiring politicians, business/entrepreneurial business leaders with the aim of championing a mutual agenda for the African youth and promoting youth participation in governance as well as promoting entrepreneurial culture.
Emmanuel nurtures an environment of teamwork and has expertise in data collection and analysis as well as both quantitative and qualitative methods.

Emmanuel worked as an Associate Lecturer at the London College of Advanced Management where he delivered a wide range of business management courses that involved principles of marketing, leadership, operation management, and research methods. Emmanuel has always maintained high teaching and learning standards to ensure that his students’ stand out in academic achievements and successful progression. As a stout believer and passionate key player in volunteering; Emmanuel creates quality time to giving back gladly to his community what he has learned and to educate individuals with free consultancy on career development. He is a leader anyone would love to look up to and with great integrity, commitment, and passion to make the world a better place.
Emmanuel worked as Qualifications Manager at the Open University in the UK.

Emmanuel is also the founder of Kickstart Innovation Hub Ltd, the entrepreneurial hub of Young Global Leaders Network.