Conflict In An Interpersonal Relationships

Therefore, a confrontation with a co-worker could positively change your work relationship. If two people address their difference in a non-hostile way things could go smoothly. However, if two people are fussing back and forth nothing will be resolved. For example, if I had a co-worker come in my office every day and takes my stapler and does not ask then I could confront that co-worker. I could go in saying, “hey I don’t mind you using my stapler but if you let me know when you need it I won’t have to wonder where it is.” All this could be said in an assertive

There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of

After doing activity 13.2 in the text book, I discovered that I favored both collaborating and compromising conflict management styles. This was surprising because I figured that I would use the accommodating style the most. One situation where I used the compromising style at work was during a period when the production department wanted increased quality checks done on a troublesome engine part. The 2nd shift production supervisor and I sat down in a

Although all of the approaches have their time and place, you need to ask yourself the basic question, "Is my preferred conflict handling style the very best I can use to resolve this conflict or solve this problem?"

The five strategies for managing conflict management are competing, avoiding, compromising, collaborating, and accommodating. Competing is a method that acts only in favor of your point in the argument. This style does not seek any cooperation with the other individual involved and the only focus is for your side of the argument to be the winning side. This approach can be selfish as it does not take the other individuals intentions, views, or feelings on the conflict into consideration.

Throughout life every person comes into the understanding that conflict is inevitable. Whether it be at work, home, school, or even family functions, there will always be some type of situation. It’s just how life is. For anything to strike interest into the human mind, there must be conflict. How you handle the situation can say a lot about your character and state of mind. Responding to conflicts is a natural instinct we, as humans, have. It’s how you respond that can determine whether the issue is addressed in a positive, mannerly way; it can however be addressed in a negative type of way, causing things to go down hill and to be drug out more than it should.

Furthermore, instead of using the competing conflict management I should have used collaborating with my boss. It is when both partner approach and try to resolve the problem and try to find a solution so that both parties have the scenario of win-win. Before lying to my boss I should have told him that I need a rise in my salary and my commission should be way better than I am getting. Maybe I should have tried to convince him that if I could work part-time with my friend at his store without getting fired. The only other conflict management that I could have used was accommodating. It is when you try to cooperate to high-degree and it could result against your goals but it can be good to preserve your relationship with the other party. I

According to Wilmot and Hocker the definition of conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.” Going off of this definition I believe the conflicts I have been enduring with my girlfriend falls verbatim to the text. My girlfriend and I have been together for a year now we met here at Ohio University, and we made the mutual decision at the beginning of last semester for her to move into my apartment. Since she has moved in we have had constant arguments and true conflict. We both love each other dearly and believe all the conflict is a result of how much we care about each other. Then again I think to

Because of my pseudo conflict I do find myself making mountains out of mole hills. I would answer her questions before she could ask them and sometimes the question I would answer was not even close to what she had in mind. A lot of times my responding was auto for no reason. That would cause

Dealing with conflict rules can be a complicated thing, especially when not all situations are

We all know that working in an organization gives way to various professional and interpersonal relationships as time progresses and with that inevitably comes inter/intra personal conflicts. The key to being successful is knowing when to push, when to concede, and when to collaborate.

My profile provides a clear guide on how I deal with conflicts. In fact, I can be able to say that it is pretty accurate because it shows the different ways that I respond to conflicts in the workplace. As much as I might have the right information, when it comes to presenting the information or my thoughts on the matter, I tend to be more compromising. I would not like to be dominant in the conversation. Rather, I prefer to listen to what the other person has to say, as their option might be better than mine. However, when I am sure that my option is the best way forward, I tend to be more competitive. One of the negative effects of being so competitive in the workplace is that people might stop interacting with you or involve you in their

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

Conflict is defined as the perception of incompatible goals or actions between two people (McCornack, 2013). How you approach these tense situations greatly affects the outcome of the conflict and your interpersonal relationships. Everyone experiences disagreement at some point in their lives and it is important to know what you bring to conflict situations in order to become a more competent communicator. Therefore, I completed the Thomas-Kilmann Conflict Mode Questionnaire and asked my sister and boyfriend to do the same regarding my conflict style (Introduction to Interpersonal Communication Course Workbook, 2013, p.29-31). I chose these two people to fill out the questionnaire because they both know me very well in two different types

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