This writer is of the opinion that not all conflict drivers are equal because different things fuel different people. Conflicts arise from people’s perceptions and how they view the world. The view much like theory, a belief, a pretense which does not have to be based on reality. However, it is that person’s reality nevertheless. According to Furlong (2005) Circle of Conflict model, conflicts are attributed to 5 main drivers. Values, those guiding lights that impact people’s movement through life. It is their religious beliefs, their ethical and moral standards. Relationships which are directly related to a person continuously playing negative tapes in their mind. As a result, conflicts arise which can be linked to stereotyping, negative past experiences, repetitive negative behaviors and lack of communication. External/Moods which are the precipitating factors that have no bearing on the conflict. Just another part of life that just happens in conjunction with the conflict. Data which is related to the source of information however, the source could be misconstrued, based on half-truths or no truths. Then to add insult to injury, if the data is not interpreted correctly, this could lead to another conflict. Facts and information need to be read and/or interpreted. Lastly, the model addresses the structure. This is the framework within the systems. It could be the lack of resources, problems with authority and/or the overall organizational structure. The drivers this writer believes a manager can impact the most are those of data, structure and Interests. In both the Circle of Conflict and Triangle of Satisfaction Models, interests are defined as a party’s “wants, needs, fears hopes or concerns” (Furlong, 2005 p.61). When ... ... middle of paper ... ...ion of conflicts. They are also a means of improving the work life at my current place of employ. I would feel somewhat comfortable employing these two models because each would help me to stay on task and intervene in an appropriate manner. Both models break down the process and show how to apply them. I think employing them will help create a healthier more cooperative work environment. Keeping me mindful of remaining empathetic and not focusing on the person, instead diagnosing the problem and collaborating to find solutions that agreeable for all parties concerned. Works Cited Furlong, G. (2005) The Conflict Resolution Toolbox: Models and Maps for Analyzing, Diagnosing, and Resolving Conflict. Mississauga, Ontario: John Wiley & Sons Canada, Ltd. Thomas, K.W., Kilmann, R.H. (2002), Thomas-Kilmann Conflict Mode Instrument, rev. ed., CPP, Mountain View, CA, .
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.
O’Rourke, J. & Collins, S. (2008). Managing Conflict and Workplace Relationships. New York: Cengage Learning.
occasion, relationship with the opposite party or the nature of conflict (Nankervis et al 2011, p 512).
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.
Chapter two elaborate on style of conflict, worldview of conflict, negative view, positive of conflict, lens model of conflict, and description of conflict. Chapter encourage me to think about conflict in my life, and the chapter introduce lend model of conflict. The lens model of conflict has benefits in perspective and analysis the conflict. The perspective within conflict would help to understand both side of the conflict. Analysis the conflict would help come to resolution, compromise, or agreement. Also, conflict was seen different with everyone. Even culture has influence on conflict. Overall, I believe that patience would be most helpful in managing conflict.
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.
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.
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).
Make conflict work. (2008, May 24). Winnipeg Free Press, G.1. Retrieved March 14, 2015, from ProQuest Central database. (Document ID: 1485216051).
However, with this comes the fact that, due to human nature, conflict is bound to arise, thus it is important for people to know how to deal with it in an effective manner. Conflict is seen as a disagreement through which the parties involved perceive a threat to their needs, interests or concerns. Conflict is categorized into two headings; Functional and Dysfunctional Conflict. Functional Conflict is a non-aggressive form which stimulates creativity and allows ideas to flow whereas Dysfunctional Conflict is an aggressive type of disagreement where people refuse to work it out. All types of conflict come with both their own advantages and disadvantages.
As one of the oldest social psychology theories, the Realistic Conflict Theory deals with the conflict and hostility that is projected to arise between individuals or groups competing over the same limited resources. Therefore, a resource, opportunity, or even goal, becomes harder to obtain, the amount of aggression is projected to increase as well. This theory is not only visible in many everyday situations, but it also established a basis for which discrimination and prejudice can be partly explained.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
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
Borisoff, D., & Victor, D.A. (1998). Conflict Management: A Communication Skills Approach (2nd Ed.). Boston, MA: Allyn and Bacon.