Untimely fired
CONCLUSION
To conclude, I consider that this is the path that should be chosen in a conflict to fully understand what the process is where a coflicot may be in an escalation zone and may even give indicators to interpret which is the best solution path. It is also useful for the development of new resolution techniques in the face of conflicts, such as early dismissal, where the parties will find it difficult to give in at the beginning, however, eliminating the barriers, a solution can be found through a mediator.
The perception of a Conflict
Perception is the human ability to understand and interpret the situations in which you are under pressure. Looking for the best decisions in order to achieve goals or objectives
Is a conflict where said decision is assumed by the employer, without the consent of the worker, without prior notice and without justification; which finally causes the worker to be unemployed; and, failing that, it obliges the employer to pay the worker compensation for untimely dismissal, in accordance with the provisions of article 188 of the Labor Code.
Conflict Models
Spiral
This model argues that escalation is a vicious circle of action and reaction, where tactics cause greater contentious behavior, that is, tactics go from heavy to light, since each reaction is stronger than the action that caused it.
Agresor-defensor
This model is sustained where the defender defends himself from the aggressor and obviously there is a distinction between one and the other. The objective of the aggressor is to take "something" from the defender, if his first action is light and he does not achieve the objective, he will continue to increase his aggressiveness.
Contentious Strategy
This strategy is presented in conflict when one of the parties plays with the emotional and psychological state of the other party.
The best way to destroy the barrier is through a third person, who can intercede to avoid this strategy and thus the spiral of escalation reverses itself.
Strategy that uses this conflct
Avoidance Strategy
This strategy is used in conflict when a party does not recognize conflict as a problem and tries to look for barriers, such as building a consensual solution.
¿How to destroy the barrier?
In this case, the best way is to recognize that there is a conflict and identify what are the common benefits in order to solve them, that is, objects of common benefit where you cannot solve them on your own, so there is a mediator.
