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Conflict management eassay
Thesis of conflict management styles
Thesis of conflict management styles
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Introduction
Collaborating: 6
Competing: 10
Avoiding: 8
Accommodate: 8
Compromising: 8
There are 5 different conflict management styles and using them can either negatively or positively affect relationships. I use all the styles of conflict management, but in my most recent conflicts I have been using a competitive style. The competitive style is mainly described as being quick to resolute, upfront, and in my case, fun. Like all the styles, there is drawbacks and benefits, but the competitive style is not too beneficial to everyone in the situation. If things do not go my way, I look to the other conflict management styles to resolve. That may sound self-centered, but that is not always the case.
II. What is your conflict management style?
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Effect on Relationships
I believe the conflicts made my relationships neither stronger nor weaker. The conflicts were civil conversations where no one had emotional ties and the problem is resolved. It is an expectation of everyone to act like rational adults and to get over things if there ever was any emotional response out of the conflicts. As mentioned, besides the resentment of being correct about the subject, I am apathetic.
If anything as a response, I modified my behavior to make doubly-sure that we did not have the same discussion again (avoidance/accommodate). This involves me thinking ahead of someone else’s observed behavior or listening to the right people. It is surprising how honest people are about each other when the other person is not around. In the case where I discredited someone, it was out of a well-intentioned purpose and the other person realized that (Example: Telling my Safety Officer he should be working with his staff the way his job title implies; a safe
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People have obligations or promises they should adhere to, and I try to keep them down the straight and narrow with well-intended arguments or protests. If I do not get my way, I reel to resolve the conflict nonetheless. Social norms dictate how I react to situations and my emotions are not obvious to anyone. Collaboration is a style I would like use, but it is difficult for me because my lack of trust for others. So, I either need to surround myself with trustworthy people or become more open to get my interests across (socially and emotionally
According to Robin (2002), there are five conflict resolution styles: confront compromise, collaborate, accommodate, and avoid. Identify the preference(s) you most often use from these resolution styles. Think about times you have interacted with styles other than your own. Once the differences between these styles are identified, they can be managed, and the appropriateness of when to use them can be determined.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
Managing relationship conflicts can stem from a variety of sources. This can range from the communication aspect of a couple and also getting into disagreements. It can be hard to deal with a relationship conflict. The severity of the conflict can greatly affect the relationship in a variety of ways. One way the severity can affect the relationship is if the couple will still be together. Break ups can happen when getting into an argument, but they can also be preventable. Being able to identify the conflict triggers is a very important tool to learn and it can put a halt to arguments.
One of the few steps that have helped me immensely are step 1, step 5, step 9 and step 17. Each of these steps has their own way changing a person’s perspective. The first step says we are required to observe our behavior; does what we say affect us in a negative or positive way? What we need to analyze is whether or not we are subconsciously insulting someone or are they offended by what we said? We need to think before we speak, and that is a problem for some people, including me, I am a social extrovert and occasionally I may make impulsive responses and won’t realize what I said before I realize someone did not like what I said. However, that is when step 5 comes into place, it talks about reviewing our responses in order to see our thought process and what were some strengths. Another is to practice positive thoughts one thing we need to keep in mind, we need to be assertive with ourselves, at times we can be our worst enemy so being self-motivated can help you in the long run by having confidence and how others with positive conversations. Additionally, with positive reinforcements comes rewards, the last step, says it is important to provide ourselves ongoing support and receive a reward for asserting ourselves this way we can have encouragement at the end of our
In the video, they said that when conflict occurs on a team, most people try to diffuse it. Crismarie said that this can be done in several different ways, such as, utilizing the peacekeeper style by letting other people have their way, taking charge and telling everyone what to do, or just walking away and avoiding the conflict. They explained that these responses to conflict can stall a team, because people become disengaged and start to undermine each other. Daus, in the lecture on conflict, discussed conflict in the same way. She explained that this type of conflict, one which stalls the group, is referred to as incapacitating conflict, because the group is no longer functioning at its best or working towards their goal.
My daily life challenges is how to coupe with people physically and mentally. I struggle everyday on how to deal with people in general because they can be cruel and unsensentative at times. I work at a middle school where I am in contact with several different personalilities to include the general public. I have to constantly deal with attitudes and the disrespect of parents when I have to in force the rules and the policies of our daily procedures that they do not agree with. Also working with co-workers that on occasions do not want ot speak or communicate. If I do not act or look a certain way, I will be excluded. This is what I consider a “click”. It’s a sad thing when people treat others (disrespectfully) excluding others due to appearance. I feel that age plays a role in the situation because there are many of my co-workers/boss that there is an age gap, which makes things harder to relate on some things and understanding my point of view. I do my best to try to fit in but, its difficult and hurts when people judge who I am. I was told that I have to always be validated, so everyday a co-worker makes remarks saying I better speak to Ms. Haynes cause if not she will be upset. That comment makes me feel a little angry, because its not that way. I just feel that its rude a to look at a person and not speak. Its has also been to me that, I can be parnod about things and do not like to take chances and being cautious. I have never been a person to just do things. I like to get approval or let my boss know what I am doing. I feel that’s common cursity, plus it’s a habit to let the person know if I can not make it to my assigned duty. I can not just assume that its okay but I get the response like it’s the wrong for me to do tha...
In my life I strive to be the best person I can be, I find myself always wanting to learn and grow. This comes from myself never wanting to become stagnate in life. If I can learn and grow from the people and the places around me I will become a well-rounded and efficient person in society. I have come to realize that t I have my fault in my communication and so do others. I think one of the biggest things I have to work on is transferring “You” statements into “I” statements. Working in law enforcement the “You” statement can get people fired up very quickly where as if I used an “I” statement it would probably make the situation allot better for everyone and make things move quicker.
By reading books about communication and implementing their advice, I have been able to avoid conflicts and resolve them much faster than before. For example, when I failed to complete a task that I had to around the house, I was able to effectively communicate my point across to my mom without becoming extremely defensive. I still have a long way to go to always remember to implement communication strategies but I believe with time it is something that I will be able to achieve. By the time I am ready to start my career as a nurse, I am hoping to be able to always communicate effectively with those around
Conflict doesn't always have to be bad. It can allow people to talk more. It can turn out better than you think it will. It can also help people solve problems. An example is when my friend Guadalupe stopped talking to me. I decided to give her a moment alone; eventually she started talking to me again. As you can see, conflict can be very
Conflicts are not fun. They are not enjoyable. They cause stress and take away time that could be spent being happy and personable. Personally, I used to avoid conflicts as much as possible before I realized that this was not a healthy way to deal with them.
How a person deals with conflict not only shows how they are as a person, but also shows whether they are negative or positive about things that happen in their life. People who are negative when it comes to conflict usually will have a bad, negative attitude about them, they most of the time try to be nice and sweet to everyone though. People who are positive when it comes to conflict are always happy and nice, when they are mad about something they are still smiling and happy. There are people who are really negative when it comes to conflict.
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
Conflict is energy, conflict is excitement, conflict is often driven by a passion that is necessary to progression. In other words, we need many of the characteristics that might cause conflict and conflict itself isn’t necessarily a bad thing. The important thing is learning how to manage
After reading the conflict strategy I realized I could have done a lot more things to have that conflict to move more smoothly. Knowing the information about the conflict management strategies I could have taken the situation in numerous ways. I could have let the person say what he wanted to say and
Having conflict with someone leads to a lot of stress because you just thinking on known to work things out or to think what smart thing yall are going to tell each other and the conflicts keeps going and it won’t stop. Just like it states in skillyouneed. ” However, well-managed conflict can also be constructive, helping to ‘clear the air’, releasing emotion and stress, and resolving tension, especially if those involved use it as an opportunity to increase understanding and find a way forward together out of the conflict