Chapter Summary: Getting Along With People

All feedback needs to be concerned and supportive; it needs to include both negative and positive feedback. Positive can help us feel good about our self and positive about our skills that have been observed. However to develop further we need negative feedback to make improvements and grow as individuals, and

Understand and identify personal triggers that lead to conflict. Become conscious of their nonproductive approaches to conflict and the alternatives they have in dealing with certain situations. Learn skills in communication, negotiating, mediation, avoiding violence and managing stress and emotions.

It’s a good idea to consider when and how negative feedback is given and received. As mentioned earlier, it is important everyone feels free to speak their minds at feedback sessions and you need to give people the room to move the feedback session to a different mind if they aren’t ready. If you know you are going to focus on tough areas where negative feedback is likely to arise, think carefully what situation is the

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

If the feedback is questionable then it becomes useless because it is not trusted. Positive and negative feedback will be more readily accepted if it is kept even, if it is more of one then it may not be received well by the learner for reasons that become obvious within the learner’s behavior or work.

With anyone, within a business or in their personal lives, being encouraged to do the best you can is always something that is welcomed with open arms. Alongside encouragement, feedback from different jobs that you are doing is always a good thing as well. By giving colleagues feedback from different jobs you will be able to notify them as to any mistakes that they may have made, and also feedback can give the opportunity to point out any ways that may be more productive for the employee so that they would be more efficient in doing their job role.

Constructive feedback is a feedback that is helpful. If praising, the acceptance is usually positive and responsive. However if the feedback is not so positive people can react different way. People may be shocked or surprised; they may feel anger or annoyance, some people just ignore criticism. Others may take it well and they like the advice on how to improve their practice.

When you are in a relationship, arguments or disagreements can arise. They can often trigger strong emotions that lead to hurtful words and uneasiness. If these conflicts are not resolved in a healthy way, resentment and a dissolved relationship could follow. However, when they are resolved in a proper manner, it could promote growth between the couple and fortify the bonds of their relationship (Conflict Resolution Skills).

Skills and approaches you will need for resolving conflicts are managing your stress levels, remaining calm in all situations, being aware of both verbal and non-verbal communication, by making sure you do not use any jargon and talking so everyone involved can understand you. Make sure you control your emotions and behaviour towards others, as aggressive behaviour can be intimidating. Avoid threatening others, pay attention to the feelings being expressed as well as the spoken words. Respect the differences of the individual, develop a readiness to forgive and forget. Have the ability to compromise, try and find a way to resolve the situation. Try to avoid making assumptions and accusations, as this can make the situation much worse. You must try not to over generalise and stick to the facts of what went on. Active listening plays a big part in trying to resolve conflict, as the person will feel that you are paying attention to them.

The topic that I have chosen to discuss throughout this paper is Managing and Resolving Conflicts in a Relationship. This topic is very important to me simply because, I personally see a lot of relationships failing, including some of mines due to lack of resolving and managing conflicts correctly. By the end of this paper I hope that I have helped the reader understand and eliminate any conflicts that confront their everyday lives.

Negative feedback is not easy focus on the behavior (activity) not the person. Be specific when explaining why the behavior is a problem. Express opinions as opinions not fact, anticipate reactions, and focus on the future. Remember in order for a feedback culture to work, employees must trust their leader, have a clear purpose, trust co-workers, take part in decision making, and feel safe.

The client presented as well groomed. The client was in a good mood aeb sharing his opinion and willing to discuss personal issues related to the group topic. The client identified the conflict resolution by stating, “It is a coping skill to resolve the any conflict by using compassion, positive communication, and compromising.” The client shared his own understanding for the conflict resolution by stating, “No one can make me out of mood again and triggers my anger.” The client confirmed that he feels angry most of the time when someone does not agree with him during the conversation which made him got involved in several physical fights, but he is aware now with his coping skills that he will use it if he feels angry. The client stated that

     The first chapter deals with how to handle people successfully. In this chapter it highlights one of the most important things you can do when dealing with people

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

In conflict we often make the mistake of using our power to focus on the relationship or on the issue/  outcome we desire.  The result is that we often attain one at the expense of the other.  Our power may enable us to achieve our goal but damage or destroy the relationship.  Alternatively, we may sustain the relationship at the expense of our needs or desired outcome.  The ideal may be maintaining a healthy relationship while at the same time achieving our goal, but this requires a subtle and complex use of different kinds of power or perhaps not using the power at our disposal.  This requires wisdom, self control and self discipline as well as skilled interpersonal behavior.