Conflict Worksheet

    In the end, Deutsch and Krauss concluded that in the no threat condition, subjects found it fairly easy to compromise, In the one way threat condition, the subjects found it difficult to come to a decision, and in the two way threat condition, it was extremely difficult for the subjects to come to an agreement. With this information, you can realize that if there is a big difference in what and the other person are trying to accommodate for, it will take longer for you and this person to come to an agreement. Agreements are much easier to reach in conditions where nobody is threatening each other, more difficult to reach when one person is using threats, and extremely difficult to arrive at when both people are using threats to achieve their goals. If you ever arrive at a moment where you want something and somebody else wants something, but you have to get through each other to reach it, the use of threats within your disagreement is very unlikely to help the situation in any way and usually makes it more difficult

Specific Purpose Statement: I want my audience to understand the differences between the five styles of conflict and when it is appropriate to use each style in a situation of conflict.

Teamwork cannot be demanded. Everyone involved must discuss and understand what the goal is and what is required of them. Teams should have traits such as goals and objectives, empowerment, trust, authentic participation, innovation, creativity, risk taking and leadership. (Temme and Katzel, 1995)

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

Avoiding typically leads to unsatisfying relationships, while avoiding isn’t always an atrocious idea. Accommodating is a lose-win it occurs when you allow others to have their way rather than asserting your point of view. If accommodation is a genuine act of kindness, generosity, or love, then the chances are favorable leading to enhancing the relationship. People from high-context, or collectivist backgrounds are likely to regard avoidance and accommodating as face-saving. Competing is a win-lose, and appears when there is a high level of self concern, and a low level of concern for others. Direct aggression arises when a communicator expresses a criticism or demand that threatens the face of another. Passive aggression occurs when a communicator expresses hostility in an obscure or manipulative way. Compromising is a lose-lose, and presents both parties a minimal fix of what they desire, although they both sacrifice part of their goals. Compromising actually negotiates a solution where both lose something, while leaving both parties

After we have spent the first week of January together for our Transcending Conflict class, we leave the session wondering what type of qualities and characteristics it takes to be a successful mediator and peacemaker during these modern times. It is known that our Western culture is extremely “settlement driven” in terms of the mediation and dispute resolution process. We focus on the substantive issue of a conflict, and we hope to reach a mutually beneficial agreement that is “easy” and “quick.” As Americans, we usually do not get much credit, if any at all, about our ability to focus on other people through “compassion, strength, and common humanity.”

For example, the author’s experience with compromising was beneficial to solving a dispute. Because it was hard to come to a final decision, the author and her relative both sacrificed something of theirs to come to an agreement. Another situation of compromisation is if the author doesn’t want to take an exam, but the teacher wants the author to, they can both negotiate with the author taking the exam at a different time. This shows how two people compromised to get a task done. If people came to a middle ground when a conflict arises, it could help both parties come to a

When dealing with issues leading to conflict, it becomes beneficial when you know a person. Once I have set up a relationship with someone, it empowers me and allows me to resolve conflict effectively. For example, when in a conflict with a family member or a co-worker, I have to keep in mind that working together will help solve this conflict. I also think about the length of time the relationship has existed and lastly, how the relationship can be improved. As a conciliator, I try to reconcile the conflict, basically see how both parties can win. As a result, mediating and cooperating is the key to conciliating the

Conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for their

The purpose of this paper is to identify a conflict situation provide an analysis of each of the following related to a conflict situation: parties involved, events/issues, power, regulation and conflict and style of conflict management. This analysis should include defining variables and answers to assessment questions as appropriate.

Description of the various conflict management techniques used, the third parties that were active in attempts to resolve the conflict, and the outcomes of these conflict management efforts.

Since people normally become hard headed on their sides position, causing them to take responses to their issues as personal attacks. That’s why “separating the people from the issues” helps the two sides come to an agreement without damaging their relationship. They identify the three types of people problems. The first type is differences on perception among the parties, because most conflicts are based on opposing facts it’s important that both sides understand the other’s point of view. The second cause is emotions, in long frustrating negotiations individuals often react with anger or fear when their position is endanger. In order to deal with this each side needs to acknowledge the opposing sides emotions, ignoring the other sides feelings could cause the situation to be worse. Communication is the final source of people’s problems, since most of the time parties could be listening to one another or planning out the response. Employing active listening is an example on how to fix this problem, by providing the individual your full attention and providing brief summarizes of what’s been discussed. The most effective way of dealing with people problems is to prevent them from happening. This is because once they arise the relationship between the two groups starts to dissolve. These problems are less likely to occur if the parties actively think about the three people problems and how to over come

I am collaborating and compromising when faced with conflicts. I understand what people want is different, and sometimes not everyone can get everything they want. The important part is that everyone should express their desires, and the decision should be made through a fair procedure, so people could accept giving up something they want. And if I am the one to give things up, I would have no complaints.

A person uses certain tactics in order to carry out their overall approach to conflict (Seung, 2014, March 21). I personally use direct denial, topic shifts, and noncommittal questions most frequently in order to avoid conflict with others. Using direct denial explicitly rejects that there is an issue at hand. For example, my roommate plays loud music in her room when she studies and she asked if it bothered me. I lied and said, “No, it isn’t a problem, I can barely hear it in my room, anyway” although it is loud enough to distract me while I’m studying. Using this tactic allowed my roommate to suffer no loss at all while I am still dealing with the issue. Although the use of this tactic avoided a disagreement in our relationship, it did not solve the conflict in the long run because I still have deal with the issue.