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Conflict resolution strategies
Conflict resolution strategies
Conflict resolution strategies
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Each person has their own way of managing conflict, termed conflict styles. The styles of conflict are described by Hocker & Wilmont (2014) as being “patterned responses, or clusters of behavior, that people use in conflict” (p. 145). Personal history plays an important role in the development of individual conflict styles because, as Hocker & Wilmont (2014) explain, “your personal history, such as your family of origin and other influences, makes a difference in how you respond to conflict. Perceptions about conflict, whether it is an activity to be avoided or sought out and whether it is a negative or positive activity, develop over time” (p. 71). Depending on which perception the person develops, there are many different approaches to conflict resolution available. For instance, the five primary conflict styles include the accommodation style, the avoidance style, …show more content…
The second style, the avoidance style, is characterized by Hocker & Wilmont (2014) as the “denial of conflict, changing and avoiding topics, being noncommittal, and joking rather than dealing with the conflict at hand” (p. 151). The third style, the competitive style of conflict, has a variety of names, including the dominating style, “power over” style, or the win-lose approach to conflict manage, and involves the process of attaining one’s own goals of resolution at the cost of the expense of the other people involved (Hocker & Wilmont, 2014). The fourth conflict style is the comprising style, which basically involves negotiation between two or more people in order to resolve a conflict by meeting in the middle or finding a common ground. Finally, the collaborative style of conflict, the most revered style of conflict management, is the ability to work together in order to find a solution to the problem that is agreeable to all parties
This approach directly addresses the conflict and is often viewed as “might makes right” (Robin, 2002). A confrontational style usually involves high emotional levels, clear clarity of goals, weak relationship, and low concern for formalities or fear of punishment, moderate concerns for traditions, and a moderate self-concept.
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.
We all go thru different phases and life changes in our lives creating more needs and solutions to our problems. Many of us handle conflict negatively and think conflict is bad. Therefore, the best way to resolve conflict is learning how to handle things in a better way. This means understanding the person and understanding what has created the conflict and miscommunication. The book, “Difficult Conversations,” helps us learn different perspectives and needs to our conflicts and learning how to resolve conflict and what has created people to have different standards in their personal culture.
Conflict management is a strategized approach to understanding the complexity of conflict within any environment. Sources of conflict can derive from many avenues and include such things as scare resources to personal beliefs and work styles and lack of communication. Conflict is said to be inevitable and subjected to time and change. However, many organizations, including the federal department, have created functional methods through the use of historical theorist to become better aware of contribution and resolutions into conflict management. The criminal justice system within the United States have been subjected to many conflicts that hinder the progress of adaptability. What has been uncovered throughout decades of research is that human conflict is intertwined into the very fabric of our society, making it a formidable adversary.
Huan, L. & Yazdanifard, R. (2012). The Differences of Conflict Management Styles and Conflict Resolution in Workplaces. Business & Entrepreneurship Journal. 1(1), 141-155.
...anagement strategy. In one particular study, Sportsman and Hamilton (2007) determined prevalent conflict management styles chosen by students in nursing. Out of a convenience sample of 126 health profession students, approximately 84 percent chose a collaborative style when presented with a conflict (Sportsman & Hamilton, 2007). Men were more likely to choose avoidance, followed by compromise (Sportsman & Hamilton, 2007). The avoidance approach is unassertive and uncooperative because you sidestep the conflict without trying to satisfy either person’s concerns. According to GE Healthcare (2009), this approach should rarely, if ever, be used. It should only be used when one wants to avoid certain emotional conflicts and issues where little can be gained. Moreover, avoidance leads to poor communication, which is one of the antecedents of conflict (Johansen, 2012).
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...
The Norming stage is where conflict is identified and dealt with, and resolution strategies are implemented. Effective Conflict Resolution Strategies There are several effective conflict resolution strategies that can be used to resolve conflicts within a team. One such strategy is to identify the source of the conflict and address it directly. Another strategy is to encourage open communication and active listening among team members. Additionally, compromise and negotiation can be used to find a mutually beneficial solution to the conflict.
Before understanding how to deal with conflict, one must understand what conflict is. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). Does the idea of conflict always have to carry a negative connotation? The growth and development of society would be a great deal slower if people never challenged each other’s ideas. The Learning Team Toolkit discusses three different views of conflict: traditiona...
The dual concern model of conflict resolution is a conceptual perspective that assumes individuals’ preferred method of dealing with conflict is based on two underlying themes or dimensions: concern for self (assertiveness) and concern for others (empathy). According to the model, group members balance their concern for satisfying personal needs and interests with their concern for satisfying the needs and interests of others in different ways. The intersection of these two dimensions ultimately leads individuals towards exhibiting different styles of conflict resolution.According to Anderson (2009), different combinations of these two dimensions result in five different conflict handling styles as displayed in Table
Lane, Abigail, and Gooch note that “a conflict situation is determined by the people who play out particular roles, the specific context where it takes place, the particular point in time when the interchange occurs, and the expectations for behavior implied within it” (p. 152). The conflict described in this paper is between George, a fellow classmate, and me here at Trident Technical College. To full the requirements of this paper, I will use and apply the five-step process of the phase theory, “a theory which assumes that a conflict unfolds in fairly a predictable way over a period of time and progresses through recognizable stages of interaction” (p. 157).
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 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