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Accommodating conflict management
Reflection on conflict management
Conflict management
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As a leader in our church, after attending the program in Clinical Pastoral Education, I
learned so much about self. Self awareness is a major growing edge in anyones
leadership skills. Especially if you are trying to be successful and effective with your
congregation, family and in the community.
I learned that when dealing with conflict, I had the tendency to shy away or pretend as
though the conflict is not happening or that it didn’t exist. This behavior would lead to
some unattended and unhealthy issues within my self. My peers were able to recognize
my actions when conflicts occurred and would question my response and actions.. It was
only until several times conducting the same approach when it came to conflict, that I
decided to address this matter in my individual supervision with my Supervisor.
My supervisor shared a self disclosure of his experience when dealing with conflict,
which at that time, shined light with me to understand my avoidance. It was only until
then, I included conflict management as one of my learning goals for my peers to engage
with me. My peers agreed, with my permission, to hold me accountable when they
recognize that I was avoiding conflict..
With my peers journeying with me and challenging me in this area, I must say that
conflict is not an area that I am afraid to challenge when faced with difficult situations,
but I will say that now I can address conflict in a positive manner and see it as an
opportunity for clarity. Conflict for me, is a continuance growing edge that I
will self examine and remain opened for feedback from people I feel safe to receive
constructive criticism from.
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In conclusion, when a team is not able to address conflict and to honestly build a trust,
having this not in place, aborts the growth for a team to accomplish the goal for success.
It was only when I learned that conflict was truly hindering my growth in
leadership, that I realized that I was afraid of loosing my relationships or not sure of the
unknown of how this conversation may end. Therefore I chose to shy away or
brush it under the rug. This mentality only leaves an elephant in the room without any
challenges or confrontations for clarity and growth. In addition, this elephant becomes a
unattended growing monster that is waiting to blow up at anytime.
So for me, I would walk around the elephant or pretend as though it was not even in
there, and pretend as though everything was ok..
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.
After completing the “Leadership Style Questionnaire” and analyzing my results, I have learned what my preferred leadership style is and how that influences how I lead and may be perceived from members of the group. From the results attained from the questionnaire, my preferred style of leadership is directing. This type of leadership style is best for individuals who have a low competency and high commitment level. These types of leaders are highly focused on tasks and less focused on relationships. They make decisions without consulting with the group and communicate without regarding the group’s concerns or suggestions. This type of leader also supervises the followers intently. They are very successful in creating objectives for each follower and the group as a whole to guide the group in reaching a certain goal.
One of the challenges facing nurses today is learning how to be an effective leader. Assessing and analyzing the style of leadership the nurse possesses is the first step in facing the challenge. The purpose of this paper is to analyze and understand the characteristics of my style of leadership from an assessment performed by Gallup Strength Finders and DiSC and compare the strengths I have in common with Eleanor Roosevelt.
All of this would lead up to me graduating very successfully. Since I was so
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).
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).
No one has a perfect life; everyone has conflicts that they must face sooner or later. The ways in which people deal with these personal conflicts can differ as much as the people themselves. Some insist on ignoring the problem for as long as possible, while others face up to the problem immediately to get it out of the way.
As an officer in the United States Army, it has been imperative for me to understand every facet of leadership and why it remains important to be an effective leader. During this course, I have learned some valuable lessons about myself as a leader and how I can improve on my leadership ability in the future. The journal entries along with the understanding of available leadership theories have been an integral part of my learning during this course. For all of the journals and assessments that I completed, I feel it has given me a good understanding of my current leadership status and my future potential as a leader. All of the specific assessments looked at several areas in regards to leadership; these assessments covered several separate focus areas and identified my overall strengths and weaknesses as a leader. Over the course of this paper I will briefly discuss each one of these assessments and journal entries as they pertained to me and my leadership.
Hitting conflict head on is a way to confront conflicts that may arise in your life. Like when Okonkwo fought the
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...
This model distinguishes six possible sources of conflict that may arise: incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules, and communication problem (McShane and Von Glinow 332-333). Incompatible goals involves that “the goal of one person or department seem to interfere with another person’s or department’s goal” (McShane and Von Glinow 333). Differentiation is described as the “difference among people, departments, and other entities regarding their training, values, beliefs, and experiences” (McShane and Von Glinow 333). Interdependence “occurs where individuals operate interdependently except for reliance on a common source or authority” (McShane and Von Glinow 335). Scarce Resources are a source of conflict when several persons or units require the same recourse to fulfill their goals. Ambiguous Rules occur as a source of conflict because “uncertainty increases the risk that one party intends to interfere with the other party’s goals” (McShane and Von Glinow 335). Communication Problems are a source of conflict “due to the lack of opportunity, ability, or motivation to communicate effectively” (McShane and Von Glinow 333).
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
that may result in a struggle for power or position. Conflict management, therefore, can be
Should a conflict between two people not be resolved quickly, the resentment and bitterness mentioned by Ingram could spread to become rivalries between co-workers, groups, and entire departments; and as any conflict grows unchecked, the consequences for the organization before a point of ultimate resolution grow as well.
...lem or situation with anyone that needs to be dealt with I won’t just let things go I will address the situation, without coming off rude but also keeping it very unbiased and neutral so whoever I 'm dealing with will feel comfortable to communicate back in effective manner as well. I communicated more effectively using the communication concepts of perception checking, responsive listening, and self-disclosure to more pleasantly get information and details to help my brother and I’s rocky relationship. No longer do we fight for no reason because now I have taught him some of the skills for communication and he actually has been usuing them to his advantage as well. I learned that being an effective communicator can make a huge difference no longer do I need to walk on egg shells when you can comfront a situation quickly and then it’s resolved and you can move on.