Cold and Hot Conflicts Management Essay Research Paper

Cold and Hot Conflicts
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Cold and Hot Conflicts
In life, conflicts are inevitable. Mark Gerzon affirms that the first thing that an individual should do before solving any dispute is to identify whether it is cold or hot. In particular, hot conflicts occur when the parties involved are highly emotional, and they are engaging in one of the following things. They are shouting or speaking loudly, threatening or wild, use incendiary language, physically aggressive, potentially explosive, and appear out of their control. On the contrary, cold conflicts involve the suppression of emotions by one party involved in a dispute. The common behaviors are muttering, speaking in a low tone or silence, pursing lips, deflecting contact, and physically withdrawn. The most constructive thing for an effective leader is to learn how to handle conflicts. The paper focuses on effective strategies of handling hot conflicts, managing their reactions, and warming up cold conflicts.
Gerzon makes it clear that it is impossible to address hot conflicts. On that note, the most significant thing is to learn how to regulate the temperature of disputes. The author relates conflict resolution to cooking. In most cases, the optimal temperature is the best for preparing food (Gerzon, 2014). Similarly, hot conflicts make the parties involved to explode in violence, such as shouting or fighting. For an individual to solve hot conflicts, the first step should be to separate the parties involved and give them enough time to cool down. Once these people have lowered their temperatures, the next thing should be setting ground rules. Specifically, parties involved in hot conflicts have a high likelihood of exploding again when they meet in the same room. These individuals should agree to adhere to the set rules, after which they reunite in the presence of a mediator. The other strategy is that the mediator should ask questions that enable conflicting parties to reflect their feelings. For example, one might ask: how did you feel when you disagreed with your colleague? Consequently, the conversation should be developed, avoiding personal attacks to establish a trusting relationship.
Indeed, managing reactions from hot conflicts are not easy, and that is the reason why Gerzon says that one should let the parties involved to cool down. As discussed earlier, some of the behaviors of individuals in hot conflicts are physical aggression, threats, use of abusive language, and loud voice (Gerzon, 2014). In that case, it would be challenging for these people to make rational decisions at such high temperatures. The most effective strategy to manage hot conflicts is separating the parties involved so that they can come back to their senses. For instance, these people can...