Means Control Strategy: This is when a manager intervenes in the dispute influencing the process of resolution. This means he may set up interactions or mediate in between the two employees. During this they will usually lay down the rules or clarify underlying issues. Though he may suggest solution the final decision is left up to the employees in the dispute. This means he is high on process control but low on outcome control.
Ends Control Strategy: This is when the manager intervenes in the dispute influencing the outcome, but does not attempt to influence the process. This means he will make the decision and impose it on those involved. This means he is high on outcome control but low on process control