According to the survey that I completed in “The Conflict Style Assessment” found in the Conerly article my style is that of Confronting. I will agree in some degree with the style because I do place a high value on relationship goals and I am assertive and cooperative (Conerly, 2004).
I believe it is important in a work environment for people to work as a team. As much as I understand that everyone may not like each other, I believe it is important to be respectful of all parties concerned and get along. I also believe if given an opportunity most people will be able to see the good in others and forge a relationship of some sort.
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.
Conflicts arise when people’s interest, values, actions, views or expectation come into contact and there is a difference of opinion and thus a disagreement (Conerly, 2004). The way people view the conflict will determine whether the resolution will negative or positive consequences.
Working in supervisory and managerial positions I do view problems as something to be solved and wanting to be a perfectionist I can spend some looking for the best resolve, one that will have everyone happy and enjoying working with each other. The reality is that that is not the case in many situations and time can be lost looking to build a relationship where there will never be one.
Conflicts styles that are difficult for me to work with are those that resonate from a point of fear. When someone attempts to use force to initiate and conclude a conflict. Those people who attack oth...
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...e personality clashes or warring egos, I believe it is important to act as a mediator that actively listens, when using confrontation techniques. Managing the conflict is about finding a mutual solution that is amicable to all parties concerned. For the mediator it is most important to have the ability to define the problem while acting as an intercessor and look for alternatives in its resolution while diffusing the conflict.
Works Cited
CPP Inc. (2008). The CPP global human capital report: Workplace conflict and how businesses can harness it to thrive.
Conerly, K., & Tripathi, A. (2004). What is your conflict style? Journal for Quality & Participation, 27(2), 16-20.
Schaubhut, N. A. (2007). Technical Brief for the Thomas-Kilmann Conflict Mode Instrument: Description of the updated normative sample and implications for use. Consulting Psychologist Press.
As much as some of us dislike conflict, it is inherent in human nature. After all, it is like a wall that keeps us from moving forward in the path of life, but we must understand that those walls merely act as temporary challenges that are yet to be solved. Some conflicts may be insignificantly trivial, and some may be quite immense. Some conflicts may be happening within ourselves, and some may be accompanied by another person. Regardless, we must learn not to run away from conflict, but rather to run over them with a determined demeanor as the conflicts that we encounter in our lives are what helps us learn and grow as an individual. Furthermore, learning and growing from conflict is what shape individuals and what prepares us for the upcoming challenges that life will throw at us in the future.
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.
The textbook definition of conflict is when two or more individuals or concepts appear to be incompatible, and in this case low productivity versus high productivity is the conflict that must be addressed between the employee and manager. Power on the other hand is the capacity to do something either by physical force or strength and in this case the employee perceives that the manager has all the power in this situation. This now becomes a power imbalance or struggle of major proportion as the employee perceives t...
I think that a conflict is a problem or disagreement between two people or groups. A conflict can be small, like the argument between Dally and Cherry at the movie theatre, or it can be bigger, like when Johnny got beat up by a group of Socs. The way that I respond to conflict changes depending on the situation; if the problem was small and easily fixable, I would try to work things out with the person involved in the conflict; if it wasn't too important, I might try ignoring it and hoping that the problem goes away. If the conflict was more problematic and had to be fixed, I would probably go talk to someone else who wasn't involved so that they could help me figure out what to do. To resolve a conflict, you could try talking to the person and explaining your point of view to reach a compromise instead of ordering what you want and unilaterally deciding how the situation is going to play out. Also, you could try to speak to someone else about the problem and have them help you work it out. The most important thing to remember when resolving the conflict is to stay calm and listen t...
Hocker & Wilmot, 2007, Poole, & Stutman, 2005 Folger and 2007 Cahn& Abigail. "Interpersonal Conflict and Conflict Management." Devito, Joseph A. The Interpersonal Communication Book. Boston: Pearson, Allyn & Bacon, 2009. 276.
Four sources of conflict presented by Lamberton & Minor (2014) are content, values, negotiation-of-selves and institutionalized will be discussed. Awareness of and knowing what causes conflict is important in strategizing ideas and plans to resolve them. Explanations and examples of these four sources will follow. The outcome and process of resolving conflict can affect what direction and success we achieve personally and
A group can only be called a team if the members are actively working together toward a common goal. A team must have the capability to set goals, make decisions, solve problems, and share responsibilities. For a team to be successful, trust must be earned between its members by being consistent and reliable (Temme & Katzel, 2005). When more than one person is working on a particular task, inconsistent views or opinions commonly arise. People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always see eye to eye. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008). In some situations, conflict can be more constructive than destructive. Recognizing the difference between conflict that is constructive to the team and conflict that is destructive to the team is important. Trying to prevent the conflict is not always the best way to manage conflict when working within a team setting. Understanding conflict, what causes it, and how to resolve conflict effectively, should consume full concentration.
According to McShane and Von Glinow, conflict is “a process in which one party perceives that his or her interests are being opposed or negatively affected by another party” (328). The Conflict Process Model begins with the different sources of conflict; these sources lead one or more parties to perceive that a conflict exists. These perceptions interact with emotions and manifest themselves in the behavior towards other parties. The arrows in the figure illustrate the series of conflict episodes that cycle into conflict escalation (McShane and Von Glinow 331-332).
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 taking the conflict management style questionnaire I found out that I am a Compromising Owl which I feel seems to suit me very well in all aspects of my life, work and personal relationships. I like to find a way making all sides come to some form of even ground to come to terms with one another to assure that all individuals involved walk away with some happiness and contentment from our discussion. Whether it be a work related situation or a personal relationship I strive very hard to do my best at communicating what I mean without offending the other person, using whatever tactful strategies I need to in order to communicate properly. My second one is a tie oddly enough between the Accommodating Teddy Bear and the Compromising Fox which seems a bit opposite yet at the right times both can be very effectively used to be able to achieve effective communication. Knowing when to use each style I feel at the right time is a very important aspect of having these styles, as well as being able to identify when I am using them to better suit my needs.
My three assignments include: my synthesis paper from week two, my Conflict Theory Application paper from module three, and lastly the class discussion from module five for our weekly synthesis paper. Throughout this journey, I have significantly advanced my understanding about theories involving conflict and communication that will help me appropriately intervene in the conflict experiences that people have (Bailey, Module One). Our development shapes much of how we see the world and interact with others in it. As people, everyone needs to feel understood, nurtured, and supported,
Managing conflict is based on the two behaviors of assertiveness and cooperativeness, assertiveness is dealing with one’s own concerns while cooperativeness is satisfying the concerns of others. These two behaviors lead to five basic ways to responding to conflict which are competing, collaborative, compromising, avoiding, and accommodating (Griffith & Dunham, 2015). Competing is high in assertiveness and low in cooperativeness. Collaborative is high in assertiveness and in cooperativeness, while avoiding is low in assertiveness and in cooperativeness. Accommodating is high in cooperativeness but low in assertiveness, meanwhile compromising is the middle of both assertiveness and cooperativeness (Griffith & Dunham,
Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas
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
Let employees at all levels of your organization know that their voices will always be heard, and respond promptly and reasonably to employees’ issues. This can prevent bad feelings from festering and growing into resentment and bitterness. Conflict is best handled quickly and openly. (Ingram, n.d.)