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
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
Conerly (2004), further states two things attribute to the way conflict is managed. One is the importance of meeting your own goals and the other is the importance you attribute to relationships and wanting to get along with others.
Avoidance of conflict has always been a part of my life. I don’t identify with conflict being a means to an end. I strive for harmony in all areas of my life and am overly sensitive to what I identify as negativity. This perspective has resulted in me going to extremes to please another or being exceedingly sensitive to what is meant to be constructive criticism. For example, when I get questioned on my approach on a particular situation, I get instantly defensive because of my heightened sensitivity to keeping everything in accord. I now realize that it is not always black and white when it comes to conflict; there is a grey area. Sometimes there needs to be differences to come to a mutual
Conflicts situation can happen at any time. There are many different ways to handle conflict situations. To strengthen our skills in responding to conflicts situation we must understand the various conflict management style. The five styles of conflict management style include: Competing, Avoiding, Accommodating, Collaborating, and Compromising. The competing style is like a shark, a competitive approach to ensure only your views counts. Avoiding is like a turtle, avoiding every situation and giving up. Accommodating is like a teddy bear, working against your own goals to move forward. Collaborating is like an owl, working together with your partner to achieve both your goals. Compromising is like a fox, negotiating half your goals in order
Conflict is a big part of life today. There is no way to avoid conflict. But conflict is not a problem, it is how you deal with conflict. Depending on how you deal with conflict may change your live forever. That is how it is conflict will change you in some way, big or small, major or minor. Facing conflicts changes you because your personal thoughts on the conflict change the way you handle upcoming things.
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
This activity is to understand how our conflict style can impact our relationships and to reflect on how we can improve our relationships by managing these conflicts. “Friend ship is a voluntary relationship that provides social support” (Adler, Rosenfeld & Proctor II, 2012, p. 384). Friendships we create, are managed and maintained through communication. Our level of communication depends on the level and depth of the friendship. There are different types of friendships, some last for short period, some last for years or life time. All friendships are not created equal. Gender of the friend plays a significant role in communication.
From gathering information from a variety of research articles, conflict can be collectively defined as an argument between individuals while conflict recovery is a self-regulatory process, which is the ability to put aside interpersonal conflict in order to achieve other goals. Conflict can occur between romantic partners from a variety of sources such as stress, money, sex, jealousy, values, beliefs, etc. During conflict recovery and while self-regulating, there are consequences that will help the quality and satisfaction of the relationship after conflict (Salvatore, Kuo, Steele, Simpson, & Collins, 2011). Research has shown that the use of conflict styles are much more important rather than the actual content of the argument itself (Bertoni & Bodenmann, 2010). According to Thomas Kilmann, there are five various types of conflict styles that people partake in; accommodating, avoiding, collaborating, competing, and compromising (Riasi & Asadzadeh, 2015). Thomas Kilmann discovered these different conflict styles to describe how each individual handles conflict. Bertoni and Bodenmann’s (2010) research has shown that the satisfaction and/or dissatisfaction between couples stems from the styles of conflict that one uses when in an argument. Conflict, conflict recovery, and conflict styles can all factor in together to help
When considering your conflict management style with others, be it; personal or professional, we tend to use the style that seems appropriate to the conflict.
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
Every day in life, we as humans are forced to deal with conflict every day. It is up to the individual to know how to deal with conflict and obtain a rightful resolution. First, you have to really know what conflict is. Conflict is a fact of life, and particularly of organizational life. Conflict often emerges when people are stressed, when there are changes on the horizon, and everyone is under pressure because of a looming deadline. Conflict can arise in relationships and situations outside of work. Handling conflict in ways that lead to increased stress can be detrimental to your health. Poor conflict management can lead to higher production of the stress hormone, cortisol and also can cause hardening of the arteries, leading to increased risk of heart attacks and high blood pressure. Learning to deal with conflict in a positive and constructive way, without excessive stress, is an important way to improve your well-being and your relationships.
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.
I am not a very good demographic for this type of sharing because I seem to equally find fault with everyone, but I put my head down and allow the conflict to wash off. This method worked until I got married. Then I realized that my avoidance of conflict blossoms from lack of desire. I don’t care to argue with people because my life is too short to be wasted arguing with folks I don’t need to. I possess the skills, more than most people assume that I do, to in fact be very intimidating to people who I argue with. In attempts at overcompensation, I will often let people walk over me unless it’s directly causing emotional distress to me. I can have crucial conversations that are really difficult because I have spent a huge portion of my life researching and learning because I needed all the skills I could get.
This elasticity in your approach to choosing which conflict style is best for the current situation is a key to managing conflict. No one style of conflict resolution will work all the time when addressing issues. You must remain flexible to other people’s wants, needs, direction, criticism, schedules, moods, temperament, and a myriad of other things in life. If there is one thing in life that will never change it is the fact that everything is going to change! There is nothing you can do to stop it, so the quicker you learn how to adapt to the changes the better off you will be. The ability to change your approach to dealing with conflict better prepares you to face the interpersonal challenges that will eventually come your way. I believe it is important to also remember that you cannot win every battle with every person you encounter. Knowing that you cannot fix or solve every problem with everyone is very helpful in reducing stress and managing difficult situations with others. My father dislikes when I use this cliché but sometimes, it is what it
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