Conflict Management : The Styles And Outcomes Of Managing Conflict

“People are afraid of conflict because they do not have essential skills to manage it well.” This is true because according to O’Grady and Malloch (2016), conflict is reflection of an insufficient knowledge of the dynamics of conflict and a lack of capability in its management. In the case of Nancy, perhaps she needs to undergo specialty training or classes about conflict management in order to improve their unit’s dynamic or interaction.

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

Communication in conflict can be both constructive and destructive. Those who communicate constructively, or productively, emphasize both themselves and

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.

This same occurrence can happen between male and female management personnel that can’t seem to see eye to eye and have issues that lead to conflict. According to (Conflict Management Modes and Leadership Styles) “most individual characteristics have an impact on the instruments analyzed, for example: younger managers are more task-oriented, while older managers are typically relationship- oriented and avoid conflicts, women are more collaborative and avoid conflicts less and men tend to use the accommodating mode more than women. “Rather surprisingly, according to our survey, women appear to be more

Communication and collaboration are two very useful things arguing or not. It is important to communicate in situations because, without talking correctly, the argument will never end. The University of Rochester says, “The constructive ways of approaching conflict are compromise and collaboration” (Kopecky). Also, In conflict resolution skills the author says,“Emotional awareness—the consciousness of your moment-to-moment emotional experience—and the ability to manage all of your feelings appropriately is the basis of a communication process that can resolve conflict” (Sega). This means that you have to be mentally ready to prepare for what you have to say which also goes along with staying calm and positive. Communication can greatly impact conflicts.

Conflict is generally considered a typical part of human interactions and is not in itself essentially damaging. Rather, it is how conflict is managed that determines whether or not the outcomes are going to be constructive or damaging (Deutsch, 2006). Thus, conflict management, the method of managing a dispute and associated conflicts, is very important in producing satisfactory or disappointing outcomes. It is therefore vitally important to know your conflict management style, along with its inherent strengths and weaknesses, as a leader of a healthy organization, in order to deal with conflict in a positive manner.

My highest management style score was set A, collaboration. For the most part, this result did not surprise me. I tend to be the type of person that is willing to work together and come to a resolution. I am not, however the type of person that will let my thoughts and judgements get left behind. I feel it is important to keep my principals while letting the other person respectfully know my opinion. I know this is true for me because I am willing to work out any issues positive or negative. I will say the only thing that is surprising about this result for me is I feel it is stating I think am always right. I am not the kind of person with the attitude that I am always right. I am the person that is willing to compromise to come to a common solution.

The way you communicate can create or resolve a situation, and according to an American Sentinel online article that are some approaches that people could use to avoid conflict. One of them is empathizing, and putting ourselves in the other person’s shoes. Another one is to avoid becoming defensive, and using sarcasm (n.d.)

Conflicts are a part of everyday life, and sometimes solving them is not the easiest. Some conflicts are between people, or even countries. In My So-Called Enemy girls with varying views spoke their opinions face to face, and led to the end of their personal conflict. Undoubtably the best way to solve these problems is to work it out face to face. Face to face interactions form a connection between two people, which lets them share their emotions. People often say that the best way to solve a conflict is to leave it alone, and eventually it might sizzle away. I believe that if you were to leave a conflict alone, as soon as the conflict is brought back into fruition, a larger conflict will ensue.

Conflict is defined as “a struggle or contest between people with opposing needs, ideas, beliefs, values or goals” (Popovic and Hocenski, 2009, p. 15). As a manager or leader, you take on the responsibility as a problem solver. Thus, knowing how to resolve a conflict that respect each individual that is involved shows the ability to deal with conflict. Conflict management styles is being able to manage conflict in a functional manner (Satterlee, 2013).   According to Satterlee (2013) the following are a few conflict management styles:

I defiantly have a high concern for others and their feelings. That’s not to say I don’t have the same high concern for myself but I’m more selfless than selfish in term of someone’s feelings or desires within a relationship. I’m a people pleaser and the person I’m linked to in an interpersonal relationship will most likely come first. Of Thomas & Kilmann’s conflict management styles I’m in the middle of accommodating and compromise because although I’d like to please others in my relationships, I also realize that my needs, idea, and desires are just as important. My conflict management style in my interpersonal relationship is consistent and I remain the same with each partner (which could be my downfall in relationships). I would like to

There are four distinct conflict styles which are the levels of assertiveness and cooperativeness that are employed by a person in a conflict situation. Everyone has their own individual conflict style; my own style tends to be accommodating. This means that I am not very assertive and I am very good at cooperating with those I am in conflict with. In this essay I will examine each conflict style and my own choice of style and why I tend to default to this style. I will also examine whether or not my choice of the accommodating style is the best approach to resolving conflict, and discuss the advantages of learning to use each of the styles in specific situations.

communication is the conflicts that come about because people may not know how to approach a

Conflict Management has been in constant use since the beginning of time between all species, particularly humans. With the dawning of the internet and its increasing use throughout the world, conflict management has changed drastically. Information Technology has also had a great impact on how we manage conflict. At the peer to peer level, it has greatly emboldened individuals, this same statement can be carried over through