IndexIntroductionAnalysisEvaluationPreparationCollaborationProcessProblem resolutionNegotiationThird party facilitationConclusionIntroductionThis report is based on the conflict situation experienced at a technical assistance center and aims to provide useful recommendations for carrying out the resolution at the technical assistance center center and prevent future conflicts. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayAnalysisThe conflict that appears to be present is an overt conflict due to observed and overt cultural clashes between members of the company. Due to the long history of unresolved conflict, it has now prevailed making the conflict between employees more complex. The people involved in the conflict are both the employees and their employers (the employers are the unrecognized participants). Looking at the history of employees, some still feel superior to others, so prejudice and discrimination lead to pressure for recognition and values, thus keeping the conflict unresolved. Employers may fear that if the conflict remains unresolved, the level of productivity will decline further resulting in the closure of the company, but if the conflict is resolved the company will grow in a culturally diverse and compatible environment with possibly high morale and motivation . Due to different levels, races and languages ​​there is an imbalance of power (Tillett and French, 2010) EvaluationThere is a sense of interpersonal conflict as well as intragroup conflict. Interpersonal conflict is between two or more people, the experience of conflict, in this case, is mainly based on the differences between employees; they are culturally different from each other, as well as in their ethnicity and their individual level within the organization, so there could be a difference in opinions which could lead people to argue with each other or even clash, which constitutes a conflict turned on. However, their constant arguments with each other and gossiping are giving way to intragroup conflict, intragroup conflict occurs within a group. Preparation The first thing we need to do is create an effective atmosphere. The second is to clarify perceptions, for example trying to convince everyone in the company to have a vision and a strong organizational culture. Third, we must consider both collective and individual needs, with an emphasis on collective needs. The fourth step is to build positive power by focusing on strengthening company morale. The next step is to be futuristic and learn from the past, knowing how to look and plan ahead. The sixth step, creating a viable option, is to look for common threads in the situation. The seventh step is about developing stepping stones that lead to action and last but not least is the eighth step that leads to a mutually beneficial agreement (Self Help Alliance, 2005). Collaboration Grouping these employees accordingly will allow them to agree on their problems within the group, meaning there will be effective listening because they understand their problems more than the outgroups. This is important as everyone will share their needs and opinions in their group. Groups will be given options to brainstorm and finally agree on one thing to resolve their conflict. The best implemented option must then be put into practice, perhaps by playing roles and training. They must have specific goals, for example, learning about cultural differences in the workplace. (Tillet & French, 2010)ProcessA.