While the conflict stemmed mainly from the Senior Master Sergeant and the female airmen, it created a toxic environment in the small unit. The Senior’s harsh treatment and lack of empathy toward the airman eroded the trust of the entire unit. Her mistrust of the entire detachment sent her into isolation and her performance in other duties also began to suffer. This further strained relationships with her coworkers who felt as if they were picking up her slack. Several techniques may have been employed by both parties in the conflict, but one stands out and that is perspective taking. Had the Senior just put himself in her situation and understood how much pressure she was under to stay physically fit, he may have engaged her more constructively. …show more content…
Instead of focusing on the fact that she failed and all the implications that came with that, the Senior could have focused on how he wanted to help her. He may have stated he understood that she struggled with her weight and nothing has helped her overcome her deficiency. If he would displayed compassion in his initial conversations no further conflict management techniques may have been needed. This approach, may have cleared the air quickly and kept the rest of the unit from being affected, but another useful approach may have been employed. The “constructive communication” worksheet would have been helpful if the initial conversation applying clarity, neutrality didn’t resolve all the issues. Allowing each member involved in the conflict to do perspective taking, share thoughts and feelings and come up with a solutions to resolve the conflict would have stopped the conflict from escalating to a formal complaint. Ironically, all of the sergeants attend leadership training up to three times in their careers. That leadership training does consist of conflict management. However, none of them consciously applied any type of conflict management technique. The power structure was too tight knit for the airman to get some relief. The senior held all the power in the organization and his conflict style of competition or “win at all costs” did not help the
From family to squad members, communication acts as the cornerstone for a military officer, assisting in the mental health of the individual as well as facilitating the conduction of successful operations by an intricate, yet responsive, organization. Military officers are often times imagined as infallible heroes, unwavering against and untouched by the realities of modern warfare. Yet, newly commissioned, 22 year old officers often faces the arduous responsibilities of leading a platoon or flight comprised of men and women generally the same age as themselves into combat, or managing millions of dollars worth
Keep in mind that conflict can be a good thing by providing a time of reflection for what is truly the best decision. If using professional communication techniques, a compromise can be made.
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
Along with the preparation for conflict resolutions, understanding the situation in the team during the conflict is important. Clarifying positions along with listing the facts and all the necessary analyzation of the particular situation helps in resolving the conflict in a team. Applying this process can effectively address and resolve the conflict in a
Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).
There is one way she could have resolved the situation. The solution is simple; stop being immature and gossiping about others. I do not think there is anything wrong with communicating with your employees an...
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
In today’s diverse world, effective conflict management is an extremely important skill to develop. In this essay I will discuss the importance of healthy communication in relationships and the workplace. I will address certain areas of conflict and offer solutions derived from a variety of sources utilizing theoretical, and practical sources, as well as personal experience.
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.
Stephanie and her interactions with me was nothing but professional. She modeled what each coaching session should be like by listening intently, making sure she understood where I was coming from, and offered meaningful advice. Whether she had a solution or not, she asked questions so that I was able to come up with a solution that worked for me. Using her model, I am prepared to coach and mentor my peers in a positive and professional manner. I now have a good example to build off of for myself in order to provide a good model for
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.
Disputes or conflicts can arise in any workplace, family home, or institution and they exist when one or more parties disagree with each other’s views and require the help, support, or service of a third party person to find a resolution. A fair and balanced conflict resolution process is important for the most effective outcome between two or more parties. Advocacy and mediation are two of many conflict resolutions that can be used in order to solve a problematic situation. However, certain situations require the skills, processes, and procedures that are exhibited by one more than the other. In some scenarios there may be a need to use both conflict resolutions if one does not proceed accordingly. Understanding the circumstance of the situation is ideal in discovering which conflict resolution would allow parties to come to a mutual agreement or resolution.
proposes to review the literature related to the impact of leadership on conflict management in
First, they need to investigate the true nature of the conflict because the dysfunction observed may be a symptom of the actual conflict. Once he has a complete understanding of the conflict, the skilled manager will be able to transform it into functional conflict and come up with a synergistically beneficial solution. The same way that every suggestion Honda implemented at Marysville resolved some sort of conflict, even the most heated and personal of conflicts can be resolved to the benefit for all parties involved if management is open and transparent in its policies; investigates the conflict to find its true nature; then handles it quickly, professionally, and in such a manner that it will not reappear in the
In the workplace, disagreement or arguments may arise due to several reasons. This can further result into a state of antagonism or opposition, resentment, avoidance, verbal assaults, and inability to work together. Such may arise due to personality clashes, differences in style, differences in leadership, interdependence conflicts and differences in the background or gender. With reference to the conflict between Norm and Norma, disagreement arose due to differences in styles. This is because Norma was after quick result from the initiated project while Norm believed he could work from home and still meet the expected standard. However, Norma expected full commitment from all the staff under her. For good working relations, conflicts should always be resolved and hence improve good working relationship among the employees both the juniors and seniors. Professionally, conflicts can be solved via two models; circle of conflict and triangle of satisfaction (Susan Holton, 1998).