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Conflict Over Time Model

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1. What is the conflict? Break down the situation using the bullet points of the conflict definition slide.

- Struggle

Changes in my home life
My ability to be more dedicated to responsibilities at work
- Two or More Parties

Myself
Other team members
Team Supervisor
Program Manager program Manager's supervisor
- Interdependent

My responsibilities included assisting with the organization's programming (which would help the program manager and his supervisor ensure delivery of service provided by the organization)
- Strong Emotion

During the meeting there were obvious signs of frustration
- Blockage of needs/values

It was perceived that my home life impacted my a ability to assist in program activities
2. Use the conflict styles self-assessment …show more content…

I feel like my response to the meeting demonstrated my categorization.
The program manager and his boss seemed to have been using the "competing" style of conflict. They made use of their authority over me by demanding that I put the job first.
3. Use the 'conflict over time' model that maps emotional energy and its response to listening and assertion to identify key moments in the evolution of the conflict situation.

When was there an escalation in the conflict? Why did that happen?
I'm not exactly sure when it escalated. It could have been when the team members had the meeting without me or when I was asked to attend a meeting.
I would say both happened because there was concern that I wasn't supporting the team due to my commitment to the challenges I was facing at home.
When was there a drop in emotional energy? Why did that happen?
Perhaps the drop occurred when I gave up. I realized that there was not going to be a compromise and thought that it would be best to just do what they say.
It happened because I felt like there was no way I was going to win them over. I wanted the problem to go away.
4. Drawing upon all of the readings and lecture for this module, critique the extent to which the conflict was …show more content…

I wouldn't have left the meeting feeling hurt, or angry by the lack of communication and collaborative outcome driven decision making. As Neil and McNulty discuss, their assertive form of conflict management demonstrated their inability to be an effective listener (also mentioned as very important in the lecture). In my opinion, they had already determined the outcome before our meeting, so there was no need for a back and forth type of conversation. While this may have been successful with someone else, I feel like the situation called for a more understanding assertive style of

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