Conflict Reflection Paper

In the second scenario, the parties in conflict are in a student-teacher relationship. Notably, the professor has the higher power in the relationship, and is better with usage of conflict styles than the student is. Furthermore, the results of the questionnaire determine that I exhibit very strong habits of collaboration in impersonal interpersonal conflict. “Integrating shows a high level of concern for one’s own goals, the goals of others, the successful solution of the problem, and the enhancement of the relationship” (Wilmot and Hocker 165), which I seem to possess even in an impersonal relationship. Particularly, the results of this situation, shows that I have strengths in avoidance, compromise, and accommodation-conflict styles. I understand my stance in this circumstance, and acknowledge the fact that I could use some improvements in these habits when dealing with conflict. Notably, the following discusses the benefits of knowing my conflict

Research shows that positive thoughts can help you to build skills and make a real value in your life, while negative thoughts narrow your mind and you only focus on negative emotions. (Clear, How Positive Thinking Builds Your Skills, Boosts Your Health, and Improves Your Work, Paragraph 3 and Paragraph 13) But what would be the best response to conflict, a negative attitude or a positive attitude? We can look at people such as Louise Ogawa who was in Japanese internment camps in the United States also during World War II who both had a positive response to conflict. Anne Frank who was in the concentration camps in Germany during World War II is another great example of a positive response to conflict. After reading about these people and

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.

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

On a crisp autumn day in 2016, while hidden away from the cares of my daily routine in my family room, I was called upon to elaborate on an important aspect of my life. It took some time for consideration to determine how to best portray a journey I have taken in managing conflict, as I am not a young woman. Decades filled with the blessings of being the mother of disabled children, years lived as a single parent, as well as the process of maturation, tempered by the fires of adversity, have molded me into who I am today. As I reflected, I wondered if would I know how to deal with conflict as I do now without the life experiences I have had? Certainly not! The following paragraphs will describe my primary conflict style and why I use it, how I have changed constructively in this area, how the other four styles of conflict management may serve me, and where I hope to arrive as I continue to make my way along the journey of my life.

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

As nurses, it is imperative that we have skills to deal with conflict we encounter throughout the day. Some conflicts are easily handled with simple solutions; other disagreements can persist for weeks or even months and never be handled in a proper way to resolve the situation. The later kind of situation can create resentment, anger, and animosity between employees or colleagues. In this paper I will describe a conflict situation with resolution strategies used by the confronter, discuss other ways to resolve the conflict, and discuss the conflict theory most beneficial to use with a diverse group of people.

The initial conflict was started due to an incompatibility of goals by the two parties. Michael wanted to fulfill his work obligation and prioritized that over study hours while the executive board was concerned for obtaining those study hours. Tensions got heated when they confronted him head on after returning home from work, which lead to finger pointing and bickering. The initial conflict interaction ended relatively shortly, but the conflict seemed to push forward over the span of a couple weeks. Evaluating the goals on both sides is crucial to apprehending the communicative process (Berger, 2005). Due to the goals being misconceived, it lead to a standstill. Another important proximal context aspect that directed this conflict was the rules that were at play. Since this conflict was an organizational conflict instead of a social conflict, it created little room for Michael to justify his actions through emotions or other strategies. The organizational goals were not aligned with Michaels prior to the conflict itself, which our textbook would explain that Michael was challenging the rules of the organization through the use of conflict in desire to change the rules and or create new ones (Cupach, Canary & Spitzberg, 2010). It goes without saying, that this conflict did not lead to a successful resolution; but understanding the proximal outcomes and how they shaped the individuals experience is worth noting for future

This paper will discuss two different conflict models and how they may be used to diagnose a particular conflict. Each model will be described in a way, which better helps understand the conflict. Potential confidentiality issues within the conflict will be described as well. Both the Circle of Conflict and the Triangle of Satisfaction Models are both effective tools at assisting a practitioner at diagnosing and resolving conflict.

Conflicts, the world will always have it. No matter the situation or the atmosphere anyone and anything will always find conflict in something. The world has become more globalized and yes each country has become extremely intercultural but it doesn’t mean it has always been welcomed. Not welcoming intercultrual globalization is the reason there is conflict in the way everyone communicates and interacts with each other. We all ask ourselves where does conflict stand, now is it inherited in the process of globalization, is it innate in human nature or is conflict profitable and who benefits from the conflict and why?

Conflicts are more common than not in this day and age. You can have a conflict in a work or school environment over anything. In order to fix most conflicts there has to be an open communication. Lack of communication can cause more problems than fix them.

Conflict is in inevitable part of our everyday lives. Since no two people view things in the exact same manner, disagreement will most certainly arise at some point in time. Conflict is simply a difference of opinion and is considered to be a normal part of our everyday lives. There are several different forms of conflict and not all of them are considered to be bad. This paper will discuss the causes of conflict, the different types of conflict, and barriers to conflict. According to Communication Research Associates, conflict is a condition of imbalance within an individual (Communication Research Associates, 2005, p. 178). Keep in mind that just as there are disadvantages to conflict, there are also several advantages.

Writing this conflict paper was probably one of the most challenging ones I have ever done. You might ask why is that? I consider myself to be very reserved and quiet. Talking about my problems and feelings with my family was considered to have lack of mental strength. I do come from a Mexican family were everything is supposed to be fun and loving. But, the truth is that every family behind doors has their own struggles. The worst conflict I challenged was my parent’s separation, but as sad as it seems I learned things I would have never known.

This literature review is presented under the following subheadings: conflict, conflict resolution, peer mediation research, benefits of peer mediation, and peer mediation downfalls. The purpose of this literature review is to understand what conflict is and how it can be resolved peacefully. Conflict resolution can be taught using peer mediation framework to guide teachers and students. Peer mediation can be a positive experience for students but there are specific points to consider before implementation of a peer mediation program at school.

The conflict that I have chosen involves Jen, my old roommate, and recent living situation. Jen had a substance abuse problem with alcohol, which led her to living a life in a way that was not healthy. The purpose of this conflict is to show others that just because some issues can be resolved with proper management skills, there are some that we as individuals are not qualified to resolve. It is worthy of analysis because it deals with what I believe is an intractable issue that needed more than a resolution between two people. After evaluating this conflict, I can expect to break down future conflicts, manage them properly, and deeply understand the issue at hand.