Final answer:
Chan should consider introducing a neutral third-party mediator to help resolve the conflict in a nonadversarial and informal manner. Conflict resolution strategies that focus on mutual understanding, active listening, and open communication are recommended. If resolution efforts fail, seeking assistance from a supervisor or HR department may be appropriate.
Step-by-step explanation:
Chan is tasked with aiding his clients in mediating their conflicting demands through a process that is highly informal and nonadversarial. Given that previously attempted informal approaches have not been successful, and there exists no internal mechanism to address the conflict, introducing a neutral third-party mediator may be a viable solution. This mediator can facilitate discussions and assist the clients in exploring the underlying values of their positions to promote mutual understanding and agree upon appropriate decisions.
Effective conflict resolution strategies include choosing words that do not inflame the situation, remaining calm, and actively listening to understand the other party's perspective. Asking open-ended questions can help in learning more about the other person's position without conveying a sense of righteousness. In situations where the dispute cannot be amicably resolved, escalating the matter to a supervisor or the HR department may be necessary.
Moreover, aligning with the ethos of community psychology, which highlights stakeholder collaboration and conflict transformation, can be beneficial. Engaging in flexible, inclusive practices and arts-based approaches can level the playing field, allowing all parties to learn and contribute equally. Ensuring that the conversation remains non-polarizing and inviting is crucial to maintaining a productive dialogue.