Conflict Profile Essay

At home, with my husband, any conflict we have, I know needs to be addressed and addressed in a way where I am confronting him immediately and being completely honest. I can use the words I wish to use as they come to me and can say exactly what I am feeling without sugar coating it. At work, with my coworkers, any conflict that occurs, I must strategically think about how to address the conflict, when to address it and the process that will occur after addressing the conflict.

When dealing with conflict I believe it is highly important to understand and to be understood. Furthermore, when dealing with conflict, not taking things personal is highly valued. When discussing my current conflict, I realized that most of the problems are stemmed from a lack of communication. Therefore, having a sense of what my needs are will then help me form healthy strategies.

I deal with conflict constructively should it arise with colleagues by listening to their point of view and respecting them as I would

In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress.

My conflict style that I think best describes me is collaborating. I do like to have a conversation after conflict and solve problem, and I like to make a person feels that it it win-win situation. I don't want to have a conflict with someone and keep thinking that he or she thinks bad things about me. So, even when I know the person was wrong, but he or she doesn't not accept the wrong doing. I try to make it win-win-situation just to keep moving without thinking bad thing. In fact, In collaborating style, many potential problems could arise, such as blaming each other, regret after conflict, not agreed

There are different conflict management styles, the dictatorial style, which insists that things are addressed their way and the low self -esteem style, which just allows others to have it their way. It is up to the individual to decide which way works for them. Additionally, the abdicator handles conflict by bowing out or walking away. This method is unhealthy because it robs the offended growth opportunity, which results from working through issues (Pegues, 2009, p.49). Another style is the collaborator, which often involves cooperation and pulling together to reach a common purpose and are emotionally balanced.

I find that my desire to avoid can put off the wrong vibe to those under my care. The last thing I want people to think of me when it comes to conflict is that I attempt to avoid it at all cost. That can be casted in a negative light. The greatest room for improvement for me in this area is using this style more out of habit than using it when necessary. Since I scored high, there is a good chance I am overusing this style. I have to be more intentional in how I deal with conflict. Though I tend to see conflict as a disruption in the flow and the work at hand and in my opinion it causes unnecessary stress so I only attempt to address it when it is unavoidable. This can hurt my leadership position in a lot of cases and I must learn to use it

If someone is inclined to act upon conflict, it may not just result in unwanted formalities, but also cause repetition of this act. The best way to respond to conflict is by staying positive because it can improve health,

For years, I have been told by my daughter, Atema that I was always in my little “cocoon” and often inclined to ignore not only her but others at work as well. However, she whispered, “daddy, you are strongly against having conflicts with others and on most occasions you tend to give up your rights to resolve the situation(s).” Upon completion of the conflict assessment test, the highest score (35) was obtained in the Teddy Bear (smoothing) category. Based on this result, it appears that I am more opt to use this strategy versus others. This hopefully will guide me as I manage or direct the activities of others. I will observe as to whether I am subconsciously moving in one direction versus another and find ways of having a more-balanced

Imagine a court of law in which the judge single-handedly viewed the charges and merely hands over the case to the jury without allowing the defendant a chance to respond. Thankfully, our U.S. legal system does not function in this way. Although this is merely an example, people face similar situations everyday when passing judgement on others without taking into account the opposing person’s point of view. A respectful, and well-rounded individual should always take under consideration the other person’s argument, no matter what the situation is. Not having the ability to examine and consider different perspectives can lead to personal conflict.

There are three advantages of obliging conflict style. The first advantage is obliging to a senior or seasoned person can be a way of managing conflict betting on the most experienced person’s judgment. The second advantage is if an issue is important to one person and not important to the other, the latter can give a little to gain a lot, and finally, the third advantage is when one finds that he/she is wrong, it can best accommodate the other to demonstrate reasonableness. The three disadvantages of obliging conflict style are obligating can further one person’s lack of power, people can one-up others by showing how eminently reasonable they are and, can foster an undertone of competitiveness if people develop a pattern of showing each other hoe nice they can

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

When it comes to conflict resolution I would like to think that I fit a few categories rather than just one in particular. I mean, I soon will be teaching communications, so I would hope I am somewhat versatile at least. I know for certain that I don’t avoid conflict, and I can be extremely head strong and vocal. In my life, it has proven to be both a blessing and a curse. My concern with my inability to avoid a situation is that I might come off too strong. I have been told on more than one occasion that I come off as intimidating, no matter how friendly I try to be. I could see this causing potential issues in my future career when

Mother: Doctor! My daughter has been just been sad all the time. I keep telling her to “stop being sad”, but she doesn’t listen.

Although many people avoid conflicts like the plague, they are an important, and often necessary, part of interpersonal communication. If one avoids confronting someone with a problem and instead lets contempt fester, the relationship will suffer and may end. Conflicts have a reputation of bringing out the worst in people, however, this does not have to be the case. If both parties are respectful and understand that while the other person does not see things as they do, they still have a right to their own viewpoints, conflicts can be resolved without much harm to anyone’s feelings. Conflicts can be uncomfortable but they often build stronger relationships. Different individuals have a wide variety of feelings and opinions when it comes to conflicts. Some people enjoy challenging others and having others challenge them. Others would rather never engage in confrontational communication. Personally, I do not enjoy conflicts in the slightest but I also don’t run from confrontation either. I have a respect for conflict and its uses within relationships.