Conflict Style In The Webex Meeting

Conflict cannot be eliminated from the workplace therefore learning appropriate conflict-handling skills is important. It is imperative nurses learn how to effectively handle conflict in the work environment (Morrison, 2008). According to the Conflict Resolution Questionnaire Analysis, my style of conflict resolution is Collaborating. I believe that working together will get better results than working alone, a win/win situation. I can express assertiveness, cooperation and welcome differences of opinions. I will listen to the opinion of others and will give you mine as well.

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.

There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of

After doing activity 13.2 in the text book, I discovered that I favored both collaborating and compromising conflict management styles. This was surprising because I figured that I would use the accommodating style the most. One situation where I used the compromising style at work was during a period when the production department wanted increased quality checks done on a troublesome engine part. The 2nd shift production supervisor and I sat down in a

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

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.

In team settings, individual team members generally handle conflict in five key ways as identified in an adaptation of the Thomas-Kilman Conflict Inventory (1976): Avoidance, Accommodation, Competition, Compromise, and Collaboration. All five conflict styles can be both beneficial and/or costly to individual and team success. It can also be argued that all five conflict styles may be useful to resolve conflicts under certain circumstances. Please review the five conflict styles listed below:

The purpose of the conflict management is to allow an individual to identify preferred conflict styles according to conflict management style assessment. In the conflict Management Assessment, the collaborating style is the most aligned to my management style. According to conflict management, collaborating styles are solved in an ideal result and is provided for all involved. Usually both sides get what they want and negative feelings are reduced. Generally, the pros of this management style create mutual trust, maintains positive relationship and builds commitments. The cons are that it is time consuming and energy consuming.

The purpose of the survey in chapter seven is to understand your preferred style for dealing with conflicts. There are five basic approaches for dealing with conflicts: avoidance, accommodation, confrontation, compromise, and collaboration. The style that I prefer depends on how assertive you

Now that I am aware of the different types of conflict management styles and how they work in differing situations, I will be able to adjust my style based upon the circumstances. Even though my preferred style utilizes harmony and synergy, it is not going to work in every situation. There are times when one employee has an idea that will work best and the other employee has an idea that would not work, it is my responsibility to ensure every employee still feels important enough to bring ideas to the table and also understand why their idea would not work.

Differing styles create conflict as someone’s approach reflects their personality and team role as defined by Belbin. Some perform under pressure, leaving tasks to the last minute, causing frustration to others who work to regular milestones. Conflicting roles create conflict especially if one team member is assigned tasks outside their usual area, being perceived as poaching someone’s role or

1. When I took the Conflict-Handling Style self-assessment, I realized that my primary and backup conflict-handling styles are Compromising and Accommodating. I was not surprised by these results, since I usually try to come to a compromise in all conflict situations. I am generally able to do this by accommodating others’ interests as well as staying true to my own. I thought I score highly in the Collaborating style as well, which came in third place on my assessment. It seems as though the Collaborating style is a combination of the Compromising and Accommodating styles, yet it is more of a lengthy process.

Conflict management is the detriment of many teams or groups in accomplishing its goals. This is because most people do not understand the different conflict styles and how to apply the rules and principles associated with the style you may be dealing with. In this paper I will analyze three of the five management styles discussed in the textbook Communication in Small Groups. Avoidance and competition are two styles that I believe have the greatest effect on hindering a group or team from accomplishing its goals. Collaboration, however, is a style that I believe is most effective in

In today’s fast paced world, conflict is a frequent occurrence. When people work in groups, there are two quite separate issues involved. The first is the task and the problems involved in getting the job done and the second is the process of the group work itself. A fourth-year conflict transformation class was divided into work teams. Each team which consisted of ten students were to work together to execute and plan what they think the world would be like in thirty years. In other words, the groups common vision of a futuristic world. To their surprise, they were not allowed to work with partners of their choice, but among people they have not yet spoken to throughout the semester. The members of the group were; Brandon, Steve, Justin, Randy, Chris, Molly, Sarah, Jasmine, Christine, and Debbie.

In business and within life more than a few people usually possess a set of standards, or normalcies that determine how they select to behave as a member of a group within our society. A number of groups establish an acquired relationship between them in order to complete a task in the business world. This form of collaboration is the actual reason people stay interrelated and attempting to accomplish a goal. When this process happens it can now and then create conflict. In the business world conflict can be perceived as a form of enhancement that is considered constructive, and can often identify a weakness. At various times we can create conflict that is confrontational, or that creates negative communication between