Acculturative Stress Research Paper

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

In the face of conflict one must look for objective criteria with which to resolve conflict is essential. Always keep in mind the aspiration for long term relationship building. We never know when we would meet our counterpart, another representative of his or her organization or a common acquaintance

I deal with conflict constructively should it arise with colleagues by listening to their point of view and respecting them as I would

Conflict is inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We

Secondly, I feel that managing conflict correctly is very important. Especially in our relationships with people that we care about the most. Sometimes life gets in our way and we don’t realize how much conflict can be caused when we don’t communicate correctly with each other. “Conflict involves tensions between goals, preferences, and decisions that we feel that we need to reconcile” (Wood, 2016, p.

When it comes to conflicts and negotiations I have always been the type of person to avoid them. The reasons I avoided them was because I did not know how to handle these situations properly. When it came to conflicts or negotiations, I would have no medium. Either I would be calm during those conflicts or I would get really mad. Those two options were not good for me or good for the people I was trying to resolve conflicts with. After taking this course I learned that I have the avoiding style in the TKI assessment. This assessment has helped me with strategies I could use in the avoiding style, and has also taught me how to use different strategies from various different styles.

Separate assessments of my conflict style reveal that I have become primarily attuned with the integrating style of conflict management, which came as no surprise to me, as I found the results of the assessments to be accurate. However, the assessments also showed that I was nearly equal in the compromising style, leading them to be a near tie. I would be the first to admit that his has not always been the case. It has taken a fair amount of life experience and focused effort in order to move away from the predominate style of compromise

During my freshman year, what I viewed as the worst possible event happened, (PAUSE) I got a B on my report card. I know that sounds dramatic but freshman me thought my world was ending. I now know that a B is a perfectly acceptable grade and that it's not the end of the world. But this raises the question, why did I think that a B was such a bad thing? Last year I worked on figuring out why I viewed B's as a bad thing. The end result of my thinking was that I am a perfectionist. Merriam Webster Dictionary defines perfectionism as “refusal to accept any standard short of perfection.” The reach for perfection can be painful because it is often driven by both a desire to do well and a fear of the consequences of not doing well. The problem is

Although sometimes useful to break from the conflict to cool off, it tends to be destructive. As a forceful way to avoid conflict, it is active

There are many was that people experience conflict throughout their day. This can include conflict in the work place, at home, or even on video games. All these opportunities to collide with conflict can make it difficult to determine what type of conflict is occurring, and reach the best possible solution to the problem. There are certain cues that can be seen when dealing with realistic, and nonrealistic conflict. These include then end goals related to the conflict, flexibility, and the interests of the parties involved within the conflict. Also, the appropriate response to a non-realistic conflict is to use force or coercion to resolve the issue. First realistic conflict produces different cues from nonrealistic, and these can be used in determining the type of conflict that is being dealt with.

There are four distinct conflict styles which are the levels of assertiveness and cooperativeness that are employed by a person in a conflict situation. Everyone has their own individual conflict style; my own style tends to be accommodating. This means that I am not very assertive and I am very good at cooperating with those I am in conflict with. In this essay I will examine each conflict style and my own choice of style and why I tend to default to this style. I will also examine whether or not my choice of the accommodating style is the best approach to resolving conflict, and discuss the advantages of learning to use each of the styles in specific situations.

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

The International Association for the Study of Pain defines pain as “an unpleasant sensory and emotional experience associated with actual or potential tissue damage, or described in terms of such damage” (1979). Pain is actually the culprit behind warranting a visit to a physician office for many people (Besson, 1999). Notoriously unpleasant, pain could also pose a threat as both a psychological and economic burden (Phillips, 2006). Sometimes pain does happen without any damage of tissue or any likely diseased state. The reasons for such pain are poorly understood and the term used to describe such type of pain is “psychogenic pain”. Also, the loss of productivity and daily activity due to pain is also significant. Pain engulfs a trillion dollars of GDP for lost work time and disability payments (Melnikova, 2010). Untreated pain not only impacts a person suffering from pain but also impacts their whole family. A person’s quality of life is negatively impacted by pain and it diminishes their ability to concentrate, work, exercise, socialize, perform daily routines, and sleep. All of these negative impacts ultimately lead to much more severe behavioral effects such as depression, aggression, mood alterations, isolation, and loss of self-esteem, which pose a great threat to human society.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).