Avoiding Conflict Style Essay

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

Wherever choices exist, there is potential for disagreement. No matter what we major in, no matter where our career path takes us, inevitably, we all encounter conflict in some form. In today's highly competitive society, for an organization to be truly successful, it is imperative that the organization's leadership understands conflict and deals with it in the best way possible. Management's ability to recognize and accept divergence and their ability to employ various methods to resolve conflicts to produce positive results can make or break an organization. The more management understands and accepts this fact and manages conflict to benefit the company as a whole, the greater the chance of the

* A correct and appropriate description is given of two or more issue that will influence the choice of leadership styles or behaviours in workplace situations although the description may be limited and the links to workplace situations may be more understood than clear (criteria for a pass on this question)

Personal experience regarding organizational conflict as a result of leadership will act as the example for this paper. As mentioned in the previous paragraph, workplace conflict as a result of leadership tends to occur when new staff, or staff persons in new more authoritative positions, use management styles different from their predecessors. For my example, a new property manager was hired at a building where I served in management for a different, though interrelated department.

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.

The collaborative style that is described does not reflect my management skills. The competing style reflects authoritarian approach and that is closely aligned to my management approach. According to the conflict management assessment, the competing styles, is goal oriented and quick. In a management style occupation, you have to be authoritative in order to manage properly. In the collaborating style, an individual has to meet both ways and both get what they want, and this does not reflect my approach. Often my approach breeds hostility and many times conflict arises in the workplace. Therefore, the competing style approach align properly with my style, rather than collaborating.

How do you respond to conflict? The author did a video project on the Vietnam War. While researching, she realized that humans are always in a state of conflict. The best ways to respond to conflict is to communicate, compromise, and to have a positive attitude.

In Amy tan’s short story called Two Kinds, there are many examples of conflict. These include; Chinese versus American culture, a parent’s wishes versus her child’s wants, and the pursuit of material success versus contentment. However, this essay will only address the conflict between the story’s mother and her daughter’s personalities. Theirs is a struggle with old-world pride against new age independence.name the characters. But the author takes pains to show their good qualities as well, so the story redeems these two characters in the end.

In the required reading article “leading Through Conflict” The Mediator is discusses the mediator and the role of a mediator. After reading the article please discuss how the understanding of how to meditate can improve the ability for a person to be an effective leader.

Step 1. Bring to mind a specific situation in each of the conflict style categories noted.

I will need to use coping behavior to be an effective leader. I understand that coping behavior will have a high expense to my psychology. Therefore, for me to remain an effective leader, I need to be aware of the psychological expense while dealing with subordinates or peers whose preferred styles are different from mine. I recall during my last tour at Osan Air Base when I worked with another Technical Sergeant (TSgt) who was an innovator. There was a day when we would disagree on several topics on clinical management. We had to set up a meeting to communicate our priorities and came to an agreement later but by then I was mentally exhausted because I had used a large amount my coping behavior skills to work with the TSgt. I also learn the consequence of not using coping behavior because prior to meeting with the other TSgt there were large tensions between us. We would argued in front of our Airman and subsequently it affected everyone’s performance and degraded morale. Hence, I came to realize the important of coping behavior. The other factor of coping behavior that I would need to be aware is the effect of no coping behavior or switching

Each person has a characteristic personality. Such a style reflects our unique wants, needs, and values. In conflicts, there are specific global patterns that can be identified that are reflective of how individuals deal with such challenges. These global patterns consist of five approaches to conflict management: Competing, Collaborating, Compromising, Avoiding, and Accommodating.

Numerous questions remain unasked and unanswered: Is there any confirmation that conflict cultures exist at the authoritative level? How do such unmistakable conflict cultures create? How do leaders shape the advancement of conflict cultures? What are the results of conflict cultures for authoritative level results? Answers to these inquiries can 't be found in the psychological literature on conflict, which has for the most part centered around conflict management styles at the individual and little gathering level. In this paper, we begin with the reason that despite the fact that people have particular inclinations for distinctive conflict management methodologies, associations give solid settings (Johns, 2006; O 'Reilly and Chatman, 1996) that serve to characterize socially shared and regularizing approaches to oversee struggle—what we allude to as conflict cultures—which decrease singular variety in conflict managing strategies(De Dreu, van Dierendonck, and Dijkstra, 2004; Gelfand, Leslie, and Keller, 2008). Since standards regularly create around major issues that should be overseen in any social framework (Schein, 1992; Schwartz, 1994), and conflict is a characteristic issue in most if not every authoritative framework (Argyris, 1971), we expect that conflict cultures can create in numerous associations. We suggest that conflict cultures, similar to their individual level and little gathering analogs (De Church and Marks, 2001), take the type of avoidant, commanding,

In this writing, we will explore and explain strategies of conflict resolution and, encourage teams, individuals and society as a whole to use some of these ideas for their own resolution purposes. “In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes.” (Conflict resolution, 2008). With this in mind, individuals will have hope for a more positive team experience.

* A direct and participative communication and meeting style is common, control is disliked and leadership is challenged to show expertise and best accepted when it’s based on it.