Essay on Conflict Management Styles

     How many people have conflicts with there parents? This is not a uncommon thing for young adults to show conflict with their parents. Conflicts are something that occur very often and it seems as though young adults have lots of conflicts with their parents. Some young adults feel as though, if they are eighteen, nineteen, or twenty that they are able to make their own decisions. Whether it be staying out past curfew, borrowing the car, or staying over a friends house, the young adult or teenager doesn’t see eye to eye with their parents and this is where the conflict comes into play.

Now that I am aware of the different types of conflict management styles and how they work in differing situations, I will be able to adjust my style based upon the circumstances. Even though my preferred style utilizes harmony and synergy, it is not going to work in every situation. There are times when one employee has an idea that will work best and the other employee has an idea that would not work, it is my responsibility to ensure every employee still feels important enough to bring ideas to the table and also understand why their idea would not work.

Management of conflict is the most common outcome but resolution of the conflict is recommended. “Although management is the most likely conflict outcome, it can be problematic when conflicts become serial arguments” (Bevan, 2014).

To resolve the conflict, both parties should follow certain rules that will help make the conflict resolution process go smoothly. It is recommended that both sides used clear, concise languages. Both sides should take the time to listen to each other 's concern. The parties should not feel threatening by the situation or forced to do anything that they do not want to do. After the discussion, both parties should be able to leave the room content with the decision they agreed on(book).

Conflict is when two or more people do not agree (Schermerhorn, 2014, p. 384). There are five conflict management styles, including avoidance, accommodation, competition, compromise, and collaboration. Avoidance denies that there is a conflict problem. They do not chose a side to agree with, as they stay neutral between both parties (Schermerhorn, 2014, p. 386). The conflict management style, accommodation, lowers the problem and seeks an agreement for the people involved (Schermerhorn, 2014, p. 387). The competition style only takes into consideration one side of the disagreement and disregards the other people involved (Schermerhorn, 2014, p. 386). The compromise management style, understands both sides of the situation, and comes to an agreement that all people approve on. Although, everyone involved will lose something to gain another (Schermerhorn, 2014, pp. 386-387). During the collaborative approach one party gives the other party their understanding of the situation and some possible solutions (Collaborative approach to problem solving, 2017). Each party should listen and ask questions throughout the presentation until every person has spoken. (Collaborative approach to problem solving, 2017). One person should not be singled out and solely blamed for the problem. Finally, everyone comes to an agreement of a solution that will work the best to fix their conflict (Collaborative approach to problem solving, 2017).

When analyzing my abilities to manage conflict at work, and reading about conflict management, I would say my conflict-handing style is a mixture of collaborating and compromise. I like to solve problems, and I like to work with others to ensure the right solution is developed to solve the right problem. I also like to make sure the outcome doesn’t negatively affect others. I really enjoy solving a problem that could potentially solve other outstanding problems. To do this, I tend to collaborate with others to ensure the right people are working together to address everyone’s concerns, ideas, and goals. According to Organizational Behavior, Chapter 10, the collaboration management style is used to develop a solution that creates an outcome

     One way we handle conflict is through a process we call PECO SOLVE. This process is designed to offer flexible internal dispute resolution process that would encourage early resolution of employment disputes without fear of retaliation, to promote

The aims of this essay are to describe interest-based, rights-based, and power-based management strategies. Pursing this further, it will explain why there are differences in the way managers and employees perceive the availability of the strategies. To expand, it will list the advantages and disadvantages of the processes. Additionally, it will discuss which one of the strategies I found to be most appropriate for resolving workplace conflicts and talk about why I support that specific strategy. Then, it will go over how effective conflict resolution systems incorporates interest, rights, and power-based processes. In closing, it will point out ways in which managers and employees can become more aware of the various processed available to them for resolving conflicts.

Conflict is inevitable when diverse people from different circumstances and backgrounds work together. Everyone had different visions and ideas as to how various situations should be dealt with. If conflict is not managed in an appropriate manner it can become time-consuming and a waste of management resources. By acknowledging this and dealing with conflict in a forthright and straightforward manner, conflict can

A lot of research work has been done on the best techniques to handle conflicts in our educational systems and other organizational setting but no single method is known to be the best suitable. However, some have been successful and some failures while some were inconclusive. I would think that all depends on the situation and environment.

Conflict resolution can be handled in a one-on-one manner (the boss talking to employees) or can be handled through mediation or negotiation. The one-on-one method will work in a small business setting where there is employee conflict or business conflict. In a larger corporate setting mediation or negotiation is often used to settle conflicts. Union negotiations are a good example of this. Listed below are some methods that may be used for conflict resolution. Many of these can be

Several conflict strategies exist, but which is most effective in a work setting? After evaluation different workplace settings, the compromise strategy seems to fit best for both parties in a conflict at work. This way both sides agree on the

The conflict management is an exciting course. I am interests researching and writing about this topic.

Power and conflict go hand and hand. It is up to the individual to decide how to handle the two. “Leaders must strive to possess a balance between conflict and power in order to sustain a high-performance working environment” (Hale, 2009, p.1). Creating and maintaining a more power balanced organization where everyone has the opportunity to contribute to increase individual’s self-esteem. In a general way, people want others to like, respect, encourage, consult, include, appreciate, and reward them. They want others to ask them questions, greet them warmly, help them when needed, and make them feel safe. We can also support others in a more specific way. To do this, we need to determine what traits or characteristics the other perceives in him or her-self and point out the ones we have in common or are capable of supporting. Thus enhancing one’s communication skills, also known as Data Conflict, is paramount when seeking to mediate and subsequently resolve conflict. The purpose of resolving conflict within an organization is to create a win-win situation for all involved. To this end, organizations develop a protocol to expeditiously and satisfactorily resolve conflict. Often, the protocol is known as the grievance process.

By definition a conflict is a disagreement between people or teams due to different opinions or perspective (Cambridge Dictionaries). It is the result of misunderstandings or a lack of communication. Conflict is something we have to deal with on a daily basis. Unfortunately, conflict is an inevitable part of human relationships. Conflicts can happen at anytime or anywhere at work with co-workers, at home with our families or friends, for instance. I am aware that in some point I will have to handle a conflict and even more when I will be manager. In fact, manager must be able to identify, understand the source of the conflict, and resolve any kind of conflict ocurring within the team that he manages. Because each individual have strenghts and weaknesses, teamworks can sometimes trigger sparks and create conflicts. It is natural to have discrepencies within a team. Thus, The risk of conflict are many. This is the reason why the manager have to face differences without getting into the emotional process and without losing sight of the objectives and priorities of the team.