Conflict : The Five Elements Of Conflict Resolution

Conflict is a stubborn fact of organizational life. Regrettably, it is an inevitable when organizations incorporate individuals with such diverse scopes of life. As conflict is identified in organizational work teams, an analytical approach to conceptualizing conflict is the first step. Further development will then focus on the different sources of conflict and how it can compromise the common goal of the team if it is not handled correctly. Searching for ways in which to manage conflict and avoid conflicts in work teams will bring together the underlying focus of this paper.

In this paper I will discuss the conflict that is occurring at General Hospital, the conflict management styles that are evident in the case, and how General Hospital could have used teams to address the cost reductions needed to stay competitive. I will also describe how the CEO of General Hospital, Mike Hammer can us negotiation skills to get buy-in for the cost reductions and finally I will recommend a strategy for Hammer to resolve the problem.

One should consider using a "win-win" approach to conflict when short-term goals are more important and there is no need for a long-term harmonious relationship.<br>

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.

Conflicts are inevitable. It is necessary for the advanced practice nurse to have skills in approaching conflicts, negotiations, and resolutions (Hamric, Hanson, Tracy, & Grady, 2014). According to Hamric et al. (2014), you do not have to feel pressured to instantly agree with other teammates; however, be respectful and listen intently and identify what you are able to offer to the team.

QP provided William with a CBT activity geared towards dealing with conflict. QP explained to William that the activity will teach him how to deal with conflict by speaking up and decreasing tattling and need for adult intervention. QP examined with William, how he respond to anger situations. QP encouraged William in discussing how he workout different anger situations. QP asked William, if he has tried negotiating with his parents over a situation instead or respond to it by being angry and aggressive. QP asked William to list some situations and events that cause him to get angry. QP discussed with William cues to make good choices when in conflict situation. QP discussed with William alternatives to getting into fights and conflict situations.

As humans being we should constantly be trying to improve ourselves each and every day. It is not easy to try and assess ourselves but it is a necessary task. We have strengths and weaknesses that make us unique and it is important that we accept our flaws but at the same time try to improve them. Hence, we should refer to our vulnerabilities as opportunities for improvement in order to better ourselves. This has been a constant struggle for me because I find it hard to assess myself. I am glad that I was able to utilize the RNAO Leadership Self-Assessment tool to assess my leadership skills as well as have someone else assess me with it. It allowed me to compare how I rate myself to how they rated me. Based on the assessment tool some of my strengths included empowering my peers, being helpful towards them and communicating effectively. My shortcomings included ineffectively resolving conflicts, and creating a sense of presence and accessibility. Even though we differed on various scores per category we both rated me a one out of five for managing conflicts adequately. This news was not surprising to me as I know I am not the best at resolving conflicts because I would rather just give in than express how I feel or confront an individual at all. To be an exceptional well rounded leader it is imperative that one has a good grasp of conflict resolution strategies because they will inevitably come your way. The purpose of

When managing interpersonal conflicts the best possible outcome would be attainable by using the Win-Win method because it is able to accommodate the individual needs of all parties involved in a conflict. The most logical reason as to why this is one of the most effective ways when it comes to relieving disagreements is because it requires you to understand the others’ underlying meanings in their evident messages. Contrasting the Win-Win approach, there are three other less successful techniques in order to sway a conflict. A Win-Lose situation is when one individual/group gets their aspirations granted, while the other individual/group suffers an absolute loss. Also, in a conflict that practices the Lose-Lose technique is when neither of the two individuals involved is satisfied with the outcome. The last optional method employed in a conflict is compromising. This is a way for both individuals involved to have only some of their requests met. Meanwhile, each individual separately forgoes the remainder of his or her requests. However, sometimes the Win-Win approach is not always attainable or realistic, so one may opt for the next best approach, compromise. This is often implemented when there is not enough time/desire to understand each other’s wants. Also, when the other party involved is clearly noncompliant in employing a Win-Win problem-solving method, we may stray more toward the decision to compromise

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

In the problem between Trish and Dr. Ramos both sides are using the conflict avoidance approach. Dr. Ramos exhibits conflict avoidance because she knows that Trish is not performing well at work and that she does not pay overtime to Trish, but Dr. Ramos does not take the initiative to solve the problem. Trish exhibits conflict avoidance because one year ago, when she asked Dr. Ramos for a performance review and a raise of her salary, but Dr. Ramos took six months in providing Trish with both requests. Trish thought it was not worth it to go all over again with the same process of asking Dr. Ramos for anything.

This paper explores how addressing vulnerability is one of the key factors in conflict resolution. I conducted my research by using three books: Daring Greatly: How the Courage to Be Vulnerable Transforms the Way We Live, Love, Parent, and Lead by Brené Brown, The Handbook of Conflict Resolution: Theory and Practice by Morton Deutsch, Peter T. Coleman and Eric C. Marcus and Difficult Conversations: How To Discuss What Matters Most by Douglas Stone, Bruce Patton and Sheila Heen. Each book differs in how they approach the topic of accepting vulnerability; however, they get the point across the same way. This paper pushes readers to readjust their lifestyles to fit a healthier, more conflict-resolved lifestyle.

Attempting to create a new layout of how our schedule is made, I received hesitation from my co-workers and direct boss. “I don’t see how this can work and we have tried something like this in the past.” I asked them, “What did not work in the past?” After hearing the outcomes from the previous schedule, I was able to adjust my ideas and thereafter create a layout that was accepted and established.

Throughout the week of collaborating with team members of a different discipline within this classroom, I was greatly able to learn more about conflict not just through the lecture and curriculum taught but also through application of the concepts within my team. My team, had many conflicts when working together. There were many different dynamics within the team that had created these conflicts. Although conflict is not necessarily a negative aspect since as Walden and their group of researcher stated that "conflict may lead to more creative solutions, and successful navigation of conflict that has been associated with positive bonds, such as trust and respect, between members" (Walden, Javdani, & Allen, 2014). However, only effective conflict can result to this preferred outcome. Many times in group scenarios, conflict is not transformed to productivity. In the case of our team, we struggled with many issues. Here are the different issues that were experienced and how we either resolved it or what we should have done. It also helped me understand myself as a team member.

The third form of Conflict management is Accommodation. When the task at hand is more important than the conflict that has arisen and when relationships may be damaged putting the entire project in jeopardy. With this method a team member may minimize the conflict in order to protect the relationship and ultimately the project. Some of the negative aspects in using this

In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).