The Qualities Required to Win a Conflict
Perhaps one would think a survivor in a scandal would be the “good guy”. One might expect a successful person to be likeable and compassionate. Usually it is an assumption of a person whom possesses great charisma, positivity, and friendliness. Also we would assume it would be a law abiding citizen, well educated, and a role model, whom was simply caught in a bad predicament. Several instances in reality prove otherwise, and this character could be quite the opposite. This person is clever enough to manipulate others and protect oneself from an imminent fall from grace. In order to persevere from the price fixing controversy in a riveting, yet cutthroat profession of art auctioneering and business, a person must possess three defining attributes. One must possess these three key elements; which are: tenacity, meticulousness, and apathy. These aforementioned characteristics are all of which the Christie’s former CEO Christopher Davidge had possessed in order to prevail above the scandal and be successful in life.
When leading one of the top Auction arts houses in the world, these powerhouses’ employees ought to expect results whether if they are good or bad. They expect loyalty and strong leadership. They place their lives in the chief executive’s hands, and it is the responsibility of the executive to commit wholeheartedly in the company to insure profit, growth, and stability. Obtaining an almost equal market share with its accomplice and competitor Sotheby’s, Davidge achieved this exact quality. He wanted to make an example of himself and achieve greatness than his forefathers could not have done. In addition, his personal desire to dethrone the prior executive propelled him to continue on his narcissistic path of glory. Even the Christie’s employees were uncomfortable around him. His successor Ed Dolman stated, “Chris was a remote, distant, dictatorial figure,” (132) which is another example of his tenacity in his leadership position. His commitment to staying afloat when the art market took a dive displayed his willingness to see a problem to completion. In 1995, after a year of the pivotal meeting between the chairmen of both Auction Houses, Alfred Taubman and Sir Anthony Tennant, Sotheby’s CEO Dede Brooks and Davidge had agreed there would be no more zero commissions, and prearranged very specific non-negotiable sliding scale of percentages. Although, a year later, the Art market revived and the auction houses reaped higher benefits and profits without knowing the deal underneath the table.
“Most people in the U.S. want to do the right thing, and they want others to do the right thing. Thus, reputation and trust are important to pretty much everyone individuals and organizations. However, individuals do have different values, attributes, and priorities that guide their decisions and behavior. Taken to an extreme, almost any personal value, attribute, or priority can “cause” an ethical breach (e.g. risk taking, love of money or sta...
Conflict theory is a perspective derived from the work of Karl Marx, who believe that society is a dynamic entity and it is constantly undergoing changes driven by class conflict, who holds different interests, ideas and values, for competing scare resources and aiming to maximize their own-benefits. According to the founder of conflict theory, Karl Marx, society are divided into two category: the have and the do not have, the latter is dominated by the former ones who are those people with power in hands and with the greatest political, economic and social resources. Conflict theory assumes that society makes the norms to serve the interests of the powerful.
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).
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.
Unlike any other markets, the art market is extremely diverse and opaque. In most cases, buyers tend to hide themselves behind the curtains (especially during important auction events or art fairs), which make it hard to get access to the accurate information (art pieces ownerships, collection ownerships and price history). As a result, the more information you have from the inside market, the more chances you gain art bus...
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.
“To live anyhow is better than not at all” (Chekhov 1) , the short story, The Bet commenced with the conflict when the person had no choice but to choose between the death penalty or life in prison. The Bet was originally written by Anton Chekhov, a profound Russian short-story writer who concentrated a lot on human values and the reflection of the extravagantly selfish Russian nobility. And through The Bet he was able to express all those ideas in two sides, the banker and the lawyer with the conflict along the story line.
Realistic Conflict Theory 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, as 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 establishes a basis for which discrimination and prejudice can be partly explained. The initial study of this theory was conducted in a three-step experiment.
Conflict theory are perspective in sociology psychology that accentuate the social, political, or material inequality of a social group, that analysis the broad socio-political system, or that weaken from structural functionalism and ideological conservatism. With conflict theory, you will see tensions, status, and power are unevenly distributed between groups in society, which these conflicts become the purpose of social change. Conflict theory usually arise due to competition and limited resource that is feed by domination and power, rather than consensus and conformity. This is seen a lot on macro level. As a social worker, you will see and use conflict theory throughout your professional.
One of the most infamous characters that captured the public’s attention this past year is Jordan Belfort, a stockbroker better known as the “Wolf of Wall Street.” Jordan Belfort, played by Leonardo DiCaprio in the reenactment of Belfort’s first book titled, “The Wolf of Wall Street,” became a public spectacle when he aired his crime-ridden past and the momentous downfall of his life in his autobiographies turned blockbuster hit (McFarland et al., 2013). Belfort, who started his career by no unusual circumstances, became a multi-millionaire in the late 90’s selling a “pump and dump” scheme to unsuspecting investors (“Jordan Belfort Biography,” 2014). According to his autobiography, which admittedly could very well be an exaggeration of himself, claims that Belfort was a natural stockbroker, landing his first job because of an impressive sales pitch of a pen in his initial interview. Once he developed a reputation on Wall Street, Belfort opened his own firm called Stratton Oakland. He details the extraordinary company culture that he was part of and explains how it led to his eventual arrest for fraud and money laundering. His pompous personality is emphasized by his anecdotes of sex, drugs and money that were the three most important aspects in his life, whether it was at work, or in his personal life. It is clear that Belfort sported a type of superiority complex, as well as some kind of inherent drive for this type of lifestyle. Once he reached the top, no expense was too much, and he actively sought the attention from his peers for his style of living. Belfort’s personality was excessively grandiose and eccentric, revealing a sort of maladaptive manner in dealing ...
My fundamental beliefs are that adults and children should have respect for one another treating people as individuals. I believe that we should model a sense of understanding, encouragement, trust, teamwork, and perseverance in all who we come in contact with. I believe that everyone has should have the opportunity to learn in a environment that is positive and encouraging. Recognizing my fundamental beliefs I know that in the Skinner-Rogers’ dichotomy that I fall on the Rogerian side of the scale. My beliefs are consistent with that of Rogers. I am also in favor of referent power and I would like to work with the students as an interactionalist. With all of these frameworks in mind I looked at a program that most fit my beliefs and frameworks. I believe that I can initiate the program of Glasser and use it effectively in my teaching situation. Many schools and programs regularly go through a process whereby they attempt to develop a new philosophical base and a different practical approach to working with students. Jones (1987) estimated that 80% of disruptive behavior is talking to each other, 15% out of seat, the remaining 5% is spent on note passing, playing with pencils or objects. The cost of student failure is absorbed. If we are losing 30 to 50% of our time keeping on task as a result of small disruptions, I would say to you that no other problem costs you 30 to 50% of your entire school budget. In keeping this in mind, I would propose that our middle school take a look at a program developed by Dr. William Glasser, M.D. His model is consistent with my own beliefs and would fulfill the vision that our school has developed. Integrated in Dr. Glasser’s model are Choice Theory (previously termed Control Theory), Reality Therapy, and the Quality School. Choice Therapy is an explanation of behavior, Reality Therapy is a process allowing Choice Therapy principles to be operationalized, and the Quality Schools represent the application of Choice Theory and Reality Therapy ideas in Education. William Glasser’s model involves the initiation of what he calls quality schools. Glasser (1992) contends that we must offer students an education that they can see will satisfy both their immediate and future needs. Students can only learn if they view their schools as a place that is at least potentially need satisfying. If students do not perceive what we are offer...
Conflict is defined as the perception of incompatible goals or actions between two people (McCornack, 2013). How you approach these tense situations greatly affects the outcome of the conflict and your interpersonal relationships. Everyone experiences disagreement at some point in their lives and it is important to know what you bring to conflict situations in order to become a more competent communicator. Therefore, I completed the Thomas-Kilmann Conflict Mode Questionnaire and asked my sister and boyfriend to do the same regarding my conflict style (Introduction to Interpersonal Communication Course Workbook, 2013, p.29-31). I chose these two people to fill out the questionnaire because they both know me very well in two different types of relationships which gave me well-rounded and accurate findings. After gathering and analyzing the data about my personal conflict style, it is obvious that I tend to avoid conflict whenever possible through the utilization of a series of tactics.
At some point in time we will all experience interpersonal conflicts at home, among friends, in church, and with co-workers. Although we cannot avoid all interpersonal conflicts we can allow the New Testament to guide our management and response to interpersonal conflicts. Recently I have experienced an interpersonal conflict in my personal life with my significant other. After sharing twenty-one years together, bringing two children into this world, and building a comfortable life with one another everything changed when I became aware that he was involved with another woman for an extended period of time. This has been one of the most difficult times that I have experienced and a time that I relied heavily on God to provide me strength and
The seven different defining characteristics of a team are: having a shared goal, shared responsibilities, defined membership, authority for taking action to achieve the goal, interdependency of members, absence of independent sub-groups, and accountability to the larger group. The one I want to take time to focus on is the second defining characteristic of teams, shared responsibility. This characteristic is all about team members sharing in the success that the team has achieved and will achieved. When the group is successful everyone is capable and should take credit for that success. In the same way when the group fails to meet standards or the goal then the whole group is considered to have failed. No one individual can say they were successful if the group was not. Personal success is determined by the group success. This holds true even though our roles are different. People are given different roles in order to organize and manage an effective plan an all roles are consider valuable and necessary for success.
Conflict avoidance is a technique used to deal with conflict. Avoiding conflict is mainly used to disregard the direct issue at hand. Avoiding conflict can be used to temporarily get rid of an issue or it can be used to permanently remove the issue. Avoiding conflict within the workplace most often results in relationship division. Workplace conflict is inevitable, meaning wherever and whenever there is a group working to accomplish similar goals as a whole, conflict will be present. Workplace conflict exists due to various factors. (Graham 2014) The most common seen factors influencing workplace conflict include role understanding, meaning who is responsible for what task, how tasks are to be accomplished, personality difference and poor