Conflict Management. The military has no single approach to conflict management.

Have you ever been a part of a conflict? Perhaps the conflict existed in your home because you want your children to do chores, but your spouse disagrees, or perhaps you have had a conflict in the workplace where a co-worker, no matter what you said was always in disagreement with you. Whether at home or work, it is best to resolve conflict as both instances, the conflict could create an uneasy situation at home or in the workplace and could result in people being hurt, work not be accomplished or even a physical altercation. Therefore, it is recommended that instead of allowing conflict to remain, that instead the conflict is resolved For that reason I will describe a conflict within an organization or team which I am familiar with, identify and describe the source(s) and level of the conflict and supporting evidence, describe the steps taken to resolve the conflict, describe a minimum of three conflict outcomes that could reasonably occur as a result of the resolution and the support for my reasoning for each possible outcome. First I will begin with a basic description of conflict.

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

There are two different types of conflicts that could happen in a work place which would be functional and dysfunctional. A functional conflicts is a healthy, constructive disagreement between a groups or individual. A dysfunctional conflict is an unhealthy disagreement that occurs among an individual or groups of employees. A functional conflict will leave employees on a positive note it would only bring awareness to both sides of the issue, improvement of working conditions due to accomplishing solution together, solving issues together to improve overall morale, and making innovation and improvements with an organization. A functional conflict is something everyone is known as a win-win conflict. A dysfunctional conflict stem from emotions and behavioral origins, will have a negative impact for both parties that are having the conflict and the company. Dysfunctional conflicts are commonly known as win-lose conflict (Lombardo, 2003). It is not good for you to try and avoid a work conflict, it only making problems bigger. Work conflicts often happens from communications errors such as poor information, no information and misinformation. Another reason why a work conflict could happen because of emotions. Work place conflicts could emerge in any number of forms but there are some general variety types of conflicts that are repeated on the basis such as conflicts with the boss, conflicts with peers, and

Our leaders will identify all fitness related shortcomings and prepare plans of actions to ensure the Soldier is within the army

So along with this scenario training, a cultural, value, and belief training of an area would need to be conducted also. But, if all else fails, the military person has their core values to fall back

The platoons would develop their plans and orders to develop a tactical way to approach the live fire lane. The commander would put them in high-stress scenarios, which tested their initiative to act within the commander’s intent. Like the platoons and companies, the staff needs to use mission command and disciplined initiative in their training as well. I plan on testing my staff with certain exercises like a Tactical Operations Center Exercise, Staff Exercise, or a Joint Readiness Training Center Rotation. Just the like the infantry platoons the staff needs to be put under the same stresses.

It must be understood that it will take time and a cultural change to implement new policies and procedures. Here in lies the problem as this type of plan will take at least two phases to accomplish. The first phase would involve the organization as a whole understanding the changes that are going to take place. The second phase would require leaders to understand and implement the change for the organization. The Army National Guard must be willing to train their weekend warriors on the new cultural environment that would ensue after implementing the new plan. It will be hard to accomplish this task along with their other Guard jobs and tasking’s. Having key leaders train, mentor and coach the Soldier’s will be the key to ensuring the plan is carried out correctly and does not die before leaving the drawing

When I think of conflict I think of an unstable setting. This setting can be within a household, amongst a friend circle or classmates, or even at the workplace. The mere fact of conflict in my opinion is that there is either disagreement or someone is not aligned with the thought pattern/beliefs/understanding of the other person or group in a given situation. For example, growing up in a military family when my mother wanted to pursue her government career conflict stirred because we had to do a split household (my brother goes with either my dad or mom and vice versa for me). I recall a lot of back and forth arguments and eventually I ended up with my Mom in DC and my brother stayed with my dad in Ft. Bragg & Ft. Lauderdale. This conflict

As a result, the current system must be revised. The goal of this initiative is to empower all Army Organizations to develop throughout the entirety of the force, Soldiers and Civilians who intellectually shape and defend their strategic positions and decisions.

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:

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” (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for 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 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

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working