Completing Style Of Conflict Analysis

Confilct Scenario paper Conflicts are more common than not in this day and age. You can have a conflict in a work or school environment over anything. In order to fix most conflicts there has to be an open communication. Lack of communication can cause more

Introduction 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

Using compromise to settle a conflict or dispute may not have the outcome you was hoping for but its better to get some of what you want then nothing at all. Meeting in the middle of a compromise can eliminate conflict instead of creating it. Sometimes it can seem like you are loosing the battle when you beside to compromise but you are not you are simply trying to avoid conflict. It is better to meet in the middle when compromising to avoid conflict instead of creating it. It might feel like you are loosing sometimes but like I say “it is what it is” why argue and create unnecessary conflict. Not everyone is the same nor perfect so focusing on what you achieved while compromising is better then dwelling over what you may have had to give up. Feeling like you accomplished something feels good and gives you a since of satisfaction and acceptance.

Those with very strong convictions about what is wrong and what is right cringe at the thought of compromise. It means they lost. But did they? Conflict management from the biblical worldview involves compassion and empathy much more than it involves “winning.” As Nancy Ortberg wrote in her book, Unleashing the Power of Rubber Bands, there is a great need to identify the difference between “a tension to be managed and a problem to be solved,” (pg. 71). Think about the last conflict you had with a teacher, staff member, fellow parent, or even a family member. How did that go? Did it end in frustration? Did it result in continued confusion and thoughts of, “Okay, so what now?” Were you just trying to be

The first of four conflict styles I will discuss is “avoidance.” When some people use or prefer this type of conflict management style, he or she tries to ignore any conflict or disagreement that may either concern them directly or indirectly.

When dealing with Conflict as stated on page 96 in the text, this is a huge problem for me. I avoid conflict at all cost first. I would rather be the mediator and defuse a situation before conflict

After Daniel Haddad spoke this week in lecture, and I took the Thomas-Kilmann Conflict-Mode Test, I’ve been able to get a good start on picturing myself in the Community Leader position, and understanding interpreting conflict in relationships is crucial to the well-being of a community. My

The Three Factor Model The three factors selected as identifiers (dominance, avoidance, and compromise) were chosen because they make up the majority of individual conflict styles and they categorically encompass a number of goal-driven behaviors found in a conflict at varying degrees. However, it’s important to note that all three of these behaviors can have both positive and negative consequences in the context of the conflict in the same way that “both avoidance and engagement are workable options in different circumstances” (Hocker & Wilmot, 2014, p. 150).

One of my dominant conflict handling styles was the avoiding style. This means that I avoid conflict rather than address the problem at hand, in addition to downplaying the severity of the problem all together. I had problems with my roommate freshman year, and we did not get along very well. There were several instances where his choices affected my living situation, and I did not feel comfortable being in the room. Instead of communicating these concerns to him, I just suppressed them and vented to my friends and family about the problem. I usually just got over the problem and we ended up cohabitating and leaving on good terms at the end of the year.

1. There are three advantages of avoidance cycle style. The first advantage is supplying time to think of some other response to the conflict. The second advantage is keeping one from harm if he/she are in a relationship, and finally, the third advantage is keeping people from influencing one or another. There are three disadvantages also with the first one is giving the impression that you cannot change. The second disadvantage is allowing conflict to simmer and heat up unnecessary rather than providing an avenue for reducing it, and the last disadvantage is, it preserves the conflict and sets the stage for a later explosion or black flash.

After taking the conflict quiz, my scores were almost equally distributed over all five conflict styles. However, the one that got the most points was competing with high 8 scores, following collaborating and compromising 6 and 6, the avoiding and accommodating 5 and 5. According to Beebe and Motte, competitor

Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).

Resolution Systems In order to reach a collaborative solution, a team must work to resolve conflict in a productive manner. Avoidance is one resolution strategy many teams use. Avoidance is not a valid resolution strategy in most instances though. Avoidance sweeps conflict aside in order for the team to pursue more productive avenues. “If the conflict is not central to the work of the team, it may be best to set it aside so that the important work of the team can proceed” (Porter, ρ.3). Only under these circumstances should avoidance be used. Another technique, compromise, is similar to avoidance. Compromise is when “each person gives up something for the sake of agreement” (Porter, ρ.4). Again, this method does not produce the best results as it fails to address the entire issue and can force certain members of a team to concede points that would be

Running head: COMMUNICATION AND PERSONALITY IN NEGOTIATION Communication and Personality in Negotiation University of Phoenix October 1st, 2009 Facilitator: Denise Lanfear Communication and Personality in Negotiation Over the years, negotiation has been a tactic used for different situations whether personal or professional. In theory,

Managing Conflict and Negotiating Effectively Managing conflict is something that as individuals we experience on a daily basis. Conflict may be in work, school, home, and even within ourselves. What I think individuals have trouble with and do not understand is how to deal with conflict in an effective way or to avoid conflict. I have always believed that not everything are meant to tangle over sometimes to avoid issues it is best to go with the flow as long as it is not a life-threatening situation. Most of the time individuals think differently, act differently, and want different things in life and in an organization. When these differences come about it is important to have a strong leader who can determine what is more important