Interpersonal Conflict Resolution Paper

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Managers use within 24 to 60 percent of their time at work engaging with conflict in the workplace (Fiore). Often, employees are either in conflict with another person, avoiding the conflict of other staff and managers, or recovering from a dispute in the workplace. Disagreements and differences of opinion can escalate into interpersonal conflict when varying ideas exist regarding personal and organizational success. The high drive for work-related achievement in some employees can clash with staff who do not emphasize work-related success in their lives. I recently endured an interpersonal conflict with a fellow coworker who desires to be the person that everyone goes to for a lot of tasks, but she regularly falls short of correctly finishing or setting the proper level of importance on these assignments. As a result, coworkers and I experience additional work created by the mistakes or delays. I attempted to have a discussion with this coworker as to why she continues to neglect her duties and cause hardship on the other staff. Based on her feedback, I could present some suggestions to enhance how duties associated …show more content…

The conflict style I tried to use in this situation was collaborating; I win you win. By applying this style, we both would win because our work could be completely effectively. That means I would not be faced with the stress of having to correct her mistakes consistently and she would not be confronted with the eventual fear of being reprimanded and recognized as someone who could not get things done. My conflict style was not well received, and in direct contrast to the avoiding, I lose-you lose style she applied. In my opinion, her response exhibited a classic example of this style. She showed that she was not concerned with either of our needs and psychologically withdrew from the

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