Assignment : Three Self Assessments

In the second scenario, the parties in conflict are in a student-teacher relationship. Notably, the professor has the higher power in the relationship, and is better with usage of conflict styles than the student is. Furthermore, the results of the questionnaire determine that I exhibit very strong habits of collaboration in impersonal interpersonal conflict. “Integrating shows a high level of concern for one’s own goals, the goals of others, the successful solution of the problem, and the enhancement of the relationship” (Wilmot and Hocker 165), which I seem to possess even in an impersonal relationship. Particularly, the results of this situation, shows that I have strengths in avoidance, compromise, and accommodation-conflict styles. I understand my stance in this circumstance, and acknowledge the fact that I could use some improvements in these habits when dealing with conflict. Notably, the following discusses the benefits of knowing my conflict

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)

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

Behavioral scientists Kenneth Thomas and Ralph Kilmann, who developed the Thomas-Kilmann Conflict Mode Instrument, have identified five styles to responding to conflict—competition, collaboration, compromise,

This activity will help you determine your natural style for dealing with conflict. It is useful to assess your predominant conflict management style(s) because we all tend to prefer one or two of the styles and at times may apply them inappropriately.

There are two different types of conflicts that could happen in a work place which would be functional and dysfunctional. A functional conflicts is a healthy, constructive disagreement between a groups or individual. A dysfunctional conflict is an unhealthy disagreement that occurs among an individual or groups of employees. A functional conflict will leave employees on a positive note it would only bring awareness to both sides of the issue, improvement of working conditions due to accomplishing solution together, solving issues together to improve overall morale, and making innovation and improvements with an organization. A functional conflict is something everyone is known as a win-win conflict. A dysfunctional conflict stem from emotions and behavioral origins, will have a negative impact for both parties that are having the conflict and the company. Dysfunctional conflicts are commonly known as win-lose conflict (Lombardo, 2003). It is not good for you to try and avoid a work conflict, it only making problems bigger. Work conflicts often happens from communications errors such as poor information, no information and misinformation. Another reason why a work conflict could happen because of emotions. Work place conflicts could emerge in any number of forms but there are some general variety types of conflicts that are repeated on the basis such as conflicts with the boss, conflicts with peers, and

These skills will help you negotiate, problem-solving, as well as decision-making, with learning how to manage the conflicts of different life situations. In the best way to minimize conflict is listening skills more skills will be discussed in the future presentation.

The purpose of this assignment is to self-reflect on what has been learnt in the topic this semester and how it is going to influence as a health professional in our chosen field. This assessment is made to encourage us to be able to identify the values and beliefs we have as individuals and how these impact on our ability to interact without others in a diverse society. This self-reflection will include the results from an Implicit Association Test to help gain a greater awareness of my own unconscious thoughts as well as evidence from reliable sources to help back up statements and give evidence to support this assessment.

The conflict self-assessment is a tool that allows me to assess my behavioral tendencies, interaction with colleagues, communication skills, level of assertiveness and cooperativeness, sensitivity, and competitiveness. While the barriers to conflict resolution are unique; different thoughts, feelings, and behaviors are not always universally accepted or welcomed.

Everyday we ask ourselves, “Did I make the right decision?” Whether it is in regards to family, friends or co-workers we constantly do self assessments. Self-assessment is defined as a process through which individuals gain knowledge about themselves. This includes information about their likes and dislikes as well as their reactions to specific situations. By knowing more about themselves, individuals can be able to determine the work situations and occupations that are most appropriate for them. There are several lessons that can be learnt from self-assessment in relation to individual decision making. This research paper will examine reveal the lesions learned from self assessment. We will observe of the influence of the American

Write your responses in two to three paragraphs. Be sure to incorporate terms, concepts, and theory from your readings to support your comments.

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.

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

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).