Conflict Management Lessons

On a crisp autumn day in 2016, while hidden away from the cares of my daily routine in my family room, I was called upon to elaborate on an important aspect of my life. It took some time for consideration to determine how to best portray a journey I have taken in managing conflict, as I am not a young woman. Decades filled with the blessings of being the mother of disabled children, years lived as a single parent, as well as the process of maturation, tempered by the fires of adversity, have molded me into who I am today. As I reflected, I wondered if would I know how to deal with conflict as I do now without the life experiences I have had? Certainly not! The following paragraphs will describe my primary conflict style and why I use it, how I have changed constructively in this area, how the other four styles of conflict management may serve me, and where I hope to arrive as I continue to make my way along the journey of my life.

Family violence, I believe can mean different things to different people. Based on what I read, family violence is an act of physical abuse, which causes injuries between members who are related somehow. The violence can also be psychological and mental. There has been great debate however on what constitutes family. It does not necessarily mean related by marriage or blood. It can also be between partners of any kind. I feel the term should be more classified as relationship or intimate as the book states. Violence is to give a broader variance to the subject. The most accurate and reliable way to measure family violence is by using the Conflict Tactic Scale (CTS). This method measures 3 variables: use of rational discussion and agreement, use of verbal/nonverbal expressions of hostility, and use of physical force or violence. The CTS is deemed to be more reliable due to the sampling procedure, the expansive numbers The CTS is deemed to be more reliable due to the sampling procedure, the expansive number of respondents and the validity of the CTS as a measuring device. The theory that offers the most hope of understanding family violence in my opinion is the social learning

Organizational behavior plays a vital role in the success of an institution. It is essential for a leader to be knowledgeable on organizational behavior and how to manage conflict. Often times, conflict arises from the absence of or poor communication. Social media has become one of the leading means of communication.

QP provided William with a CBT activity geared towards dealing with conflict. QP explained to William that the activity will teach him how to deal with conflict by speaking up and decreasing tattling and need for adult intervention. QP examined with William, how he respond to anger situations. QP encouraged William in discussing how he workout different anger situations. QP asked William, if he has tried negotiating with his parents over a situation instead or respond to it by being angry and aggressive. QP asked William to list some situations and events that cause him to get angry. QP discussed with William cues to make good choices when in conflict situation. QP discussed with William alternatives to getting into fights and conflict situations.

The University of Creighton says, “Conflict plays a large role in the world. Resolution promotes constructive and positive discussion, prevents antagonism and dislike, and prevents situations from getting out of hand. When applied correctly, people’s conflict management skills mesh and teamwork, conflict resolution surfaces” (Creighton). Conflict helps people grow their social skills. The Mayo Clinic says, “When your state of mind is generally optimistic, you're better able to handle everyday stress in a more constructive way” (Mayo). If you are optimistic you are better equipped to deal with life and all its challenges. Anne Frank’s diary helped share the daily life of a Jewish person during the holocaust. Even though she didn’t survive, she educated millions of people about how bad the holocaust was (Frank). Finally, conflict can teach people a lot about how to deal with everyday situations.

Each person has a characteristic personality. Such a style reflects our unique wants, needs, and values. In conflicts, there are specific global patterns that can be identified that are reflective of how individuals deal with such challenges. These global patterns consist of five approaches to conflict management: Competing, Collaborating, Compromising, Avoiding, and Accommodating.

Our class discussions of conflict management have affected my life in plenty of ways. For example, I have cultivated how to handle crucial conversations, understand people's emotions, and control my stories.

How individuals react within conflict situations is usually based upon their perceptions and successfully resolving conflicts entails a positive manipulation of perception based variables.

When I think of diversity, I think of my family. One of my parents thinks that diplomacy is the best approach in solving conflict and tries to side with everyone in the conflict and find common ground, while my other parent believes in resolving issues with a straightforward approach of stating explicitly what or who is wrong to end a conflict. Though they have different conflict strategies, there is always an effective resolution. To me diversity is this kind of difference in individuals which makes each person distinct but also develops the society. Diversity strengthens society because different ideals are brought together to make a whole. For me diversity influences progress as different abilities, ideologies and strategies will be integrated to make a great impact.

Grasping this learning outcome is important when trying to understand human nature and human conflict. Human’s entire social life is based on the notion that they have a need to connect and that once differences are noticed they lead to conflict. Being able to apply the dialogic practices learned in this class to conflict situations is also an important learning outcome since those skills are useful when combating human conflict.

Conflict can be a good thing if it is handled in a positive manner. It lead to new ways of thinking and doing things. Conflict can be a learning experience because it can help you test the mertis of conflicting ideas, attitudes, behviours, needs or goals because it means that you need to make a choice about these things. If conflict results in a learning experience, then it is a good

Thank you for sharing the summary of what you have learned throughout this course. This course was indeed beneficial and I believe it will help us all in our career. Being in the health management track, we need to remember all the conflict management techniques that we learned in this course. This will allow us to stand out in our career and help us become great leaders in our workplaces. I have a lot as well, there are so many new things that I learned in this course and I will make sure that I do apply them whenever I am involved in a conflict. I also tend to avoid conflict, but I will make sure to speak out because it could create an unhealthy work environment. And as we all know, having that type of environment can cause the company to

In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).

The most important point is that conflict in organizations is increasing as they become more complex, culturally diverse, and global. Conflict has been thought of as necessary at times to keep the wheels of progress turning. Therefore, concentration on conflict in organizations has went from strategies to try to eliminate it to managing it. One issue is training managers how to manage that conflict. Conflict can be detrimental or beneficial to the organization. In order to be beneficial, leaders must be able to manage it appropriately. According to (Lang, 2009) supervisors spend about 18% of their time managing conflict in the workplace. Conflict management is a time consuming issue in organizations that can be detrimental if not handled correctly. The need for training in conflict management has become a significant issue inside organizations. Training in the undergraduate setting in some business schools does not have the consideration it is getting in the workplace. Conflict resolution is only being taught in a small percentage of schools as part of undergraduate work in many programs. The lack of training in conflict management in the undergraduate setting, produces managers who are not prepared to handle issues that have been proven to take up a large percentage of time. They are forced to handle these situations without having ever been exposed to proper solution techniques, and then are required to learn as they go. Not having expert training or education will cause

3. The increasing rise of emphasis in functional specialization, politics of promotion and recruiting reinforce the isolation of departments, generating conflicts.