Conflict Management Styles
How many people have conflicts with there parents? This is not a uncommon thing for young adults to show conflict with their parents. Conflicts are something that occur very often and it seems as though young adults have lots of conflicts with their parents. Some young adults feel as though, if they are eighteen, nineteen, or twenty that they are able to make their own decisions. Whether it be staying out past curfew, borrowing the car, or staying over a friends house, the young adult or teenager doesn’t see eye to eye with their parents and this is where the conflict comes into play.
In this paper the conflict management styles that young adults use with their parents will be discussed. When talking about conflict management styles there are five terms that must be discussed. According to a study done by Rahim and Magner, the five terms are Accommodating, Avoiding, Collaborating, Competing, and Compromising. Every person has used each of these methods depending on the situation they are in at the time. The Accommodating tactic would be used if you know you are loosing the argument and to save face you agree with your opposition. Another way the Accommodating tactic may be used is if, the argument is not important enough for you too win so you sit back, listen to their side, and learn from it. There are more ways to use the Accommodating tactic but these ar...
Conflicts situation can happen at any time. There are many different ways to handle conflict situations. To strengthen our skills in responding to conflicts situation we must understand the various conflict management style. The five styles of conflict management style include: Competing, Avoiding, Accommodating, Collaborating, and Compromising. The competing style is like a shark, a competitive approach to ensure only your views counts. Avoiding is like a turtle, avoiding every situation and giving up. Accommodating is like a teddy bear, working against your own goals to move forward. Collaborating is like an owl, working together with your partner to achieve both your goals. Compromising is like a fox, negotiating half your goals in order
Conflict management styles vary from person to person. The five styles are avoiding, accommodating, forcing, compromising, and collaboration. According to the assessment my primary style is compromising and my back up style is accommodating. I am surprised by these results and I do not feel they are accurate. The inaccuracy is most likely due to my lack of strong answers. I believe that my primary style is collaboration. It is collaboration because I do strive to win but still let the other parties win as well. I would agree that my back up style is compromising because I will give something up if it means an overall resolution.
As human beings, we experience conflict in our everyday lives. It is a natural phenomenon of our personal and professional existence, that it becomes an inevitable component of human activity. In today’s ever-changing business environment organizations, conflict resolution styles are seen as culturally defined event. The success and efficiency of channelling conflicts, whether in a positive or negative manner, can affect the nature of it as being beneficial or destructive to us. However, if it is properly managed, it can in fact ‘increase individuals innovativeness and productivity’ (Uline, Tschannen-moran & Perez, 2003) while offering ‘interpersonal relationship satisfaction, creative problem solving, the growth of a global workforce and domestic
Not every person is going to get along on a daily basis, and in a confined space. There’s going to be conflicts in every environment especially in the workplace where most people spend the greater part of the day. Conflict is hard to define because every situation is different, it could be either tangible or intangible in the case of feelings. Conflict resolution is a task not easily handled, and it can be really disparaging if not properly taken care of when it is identified.
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.
What do really know about conflict management within an organization? We know that there are issues that almost every manager, leader, or employee will have to deal with at least one time or another within the workplace. Conflict can be defined by Rahim (1986), as an interactive process due to a disagreement between two people (Shabbir, Atta, & Adil., 2014).
In the video, they said that when conflict occurs on a team, most people try to diffuse it. Crismarie said that this can be done in several different ways, such as, utilizing the peacekeeper style by letting other people have their way, taking charge and telling everyone what to do, or just walking away and avoiding the conflict. They explained that these responses to conflict can stall a team, because people become disengaged and start to undermine each other. Daus, in the lecture on conflict, discussed conflict in the same way. She explained that this type of conflict, one which stalls the group, is referred to as incapacitating conflict, because the group is no longer functioning at its best or working towards their goal.
This activity is to understand how our conflict style can impact our relationships and to reflect on how we can improve our relationships by managing these conflicts. “Friend ship is a voluntary relationship that provides social support” (Adler, Rosenfeld & Proctor II, 2012, p. 384). Friendships we create, are managed and maintained through communication. Our level of communication depends on the level and depth of the friendship. There are different types of friendships, some last for short period, some last for years or life time. All friendships are not created equal. Gender of the friend plays a significant role in communication.
I'm the oldest child in a family of four by a significant margin. Because of the significant age difference, my experience was very different from my brothers'. While I was living there, the competing conflict style was dominant in our household. The overall communication climate was defensive and disconfirming. My parents had an authoritarian parenting style but their rules were generally fair so my brothers and I minded. But when I saw a rule or decision as unfair, conflict arose. My parents believed that being the guardian was all the justification they needed for anything. There weren't any problems with this when I was younger but as I aged, I questioned the reasons behind the rules and decisions I had to live by. In high school I wouldn't follow their instructions if I couldn't see them as being justified. If I questioned why I had to do something and it was met with an explanation, there were no problems. This was as close to a rebellious phase as I've ever gotten. But my parents wouldn't meet my questions with explanations, just responses such as...
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).
Van Doorn, M., Branje, S. J., & Meeus, W. H. (2008). Conflict resolution in parent-adolescent
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
Conflict management model is propounded effective when the result of conflict is productive or acceptable for all the parties involved. The main motive of any conflict management model is to reduce the impact of conflict on negative note and guide parties towards agreement and strong relationship. This study is to analyze the effectiveness of Rahim’s Meta or Dual concern model for conflict management.
Your parent’s actions play a vital role in determining what type of conflict manager you will be. Like so many things in life, conflict styles are learned behavior. My parents divorced when I was 4 years old. Growing up in a broken home can be challenging and the impact on your life is far reaching. However, I am fortunate to have wonderful step-parents on both sides. Essentially having 4 parents afforded me the chance to experience many different styles of conflict resolution while I was young. My mother tends to be very head-strong and prefers to have things done in a very exact way. I think it is safe to say she was my earliest example of forcing or what is sometimes referred to as competing. My stepfather has never been one to be bothered with trying to solve, force, or accommodate anyone. Instead, he was my primary example of avoiding. Most decisions were made and enforced by my mother and that seemed to suit him. In contrast, my biological father is an unparalleled collaborator and is great at finding creative solutions that tend to work well for almost everyone involved. Lastly, my stepmother believes firmly in compromise. I have always believed she holds everyone as equals and as such everyone should be willing to give something up for the greater good of the group. I would like to think that exposure to all these different approaches has given me a well-rounded perspective on conflict. If I had to narrow
Borisoff, D., & Victor, D.A. (1998). Conflict Management: A Communication Skills Approach (2nd Ed.). Boston, MA: Allyn and Bacon.