Effective Conflict Prevention and Management Essay

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.

How many interpersonal conflicts have you been in today, this week, or even this month? Do you even know which conflict styles you normally use when faced with a disagreement? Furthermore, this analysis shall reflect on my particular conflict styles, with an in-depth look at possible benefits of knowing the conflict styles I tend to incorporate, and how behaviors change based on a relationship and the environment.

According to the Thomas Kilmann Conflict Mode Instrument (TKI), reviewed in Appendix E, in situations of conflict my primary conflict mode is Compromising which reflects my ability to be an intermediate in both assertiveness and cooperation. In conflict I am able to listen, understand and empathize in a non confrontational method to identify underlying concerns. My leadership, and specifically my reaction in times of conflict will have an effect on my team. It is important that I am able to flex between conflict modes as the situation requires. The additional benefit of having a compromising tendency in dealing with conflict is that I am only one step away from other conflict modes (collaborating, accommodating, avoiding and competing) which each have their place in leadership 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

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.

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).

This activity will help you determine your natural style for dealing with conflict. It is useful to assess your predominant conflict management style(s) because we all tend to prefer one or two of the styles and at times may apply them inappropriately.

Separate assessments of my conflict style reveal that I have become primarily attuned with the integrating style of conflict management, which came as no surprise to me, as I found the results of the assessments to be accurate. However, the assessments also showed that I was nearly equal in the compromising style, leading them to be a near tie. I would be the first to admit that his has not always been the case. It has taken a fair amount of life experience and focused effort in order to move away from the predominate style of compromise

There are different conflict management styles, the dictatorial style, which insists that things are addressed their way and the low self -esteem style, which just allows others to have it their way. It is up to the individual to decide which way works for them. Additionally, the abdicator handles conflict by bowing out or walking away. This method is unhealthy because it robs the offended growth opportunity, which results from working through issues (Pegues, 2009, p.49). Another style is the collaborator, which often involves cooperation and pulling together to reach a common purpose and are emotionally balanced.

Places value on individualism, self-assertion, and competition. Not common in cultures that prioritize cooperation, keep others from failing, finding areas of agreement

Collaboration helps in looking things from different angles. Collaborating with people with different specialization brings diverse responses. This will make others to learn and think from that perspective which they would have hardly thought of if they had worked individually.

There are four distinct conflict styles which are the levels of assertiveness and cooperativeness that are employed by a person in a conflict situation. Everyone has their own individual conflict style; my own style tends to be accommodating. This means that I am not very assertive and I am very good at cooperating with those I am in conflict with. In this essay I will examine each conflict style and my own choice of style and why I tend to default to this style. I will also examine whether or not my choice of the accommodating style is the best approach to resolving conflict, and discuss the advantages of learning to use each of the styles in specific situations.

Integrating; this style of conflict management is concerned with identification of joint problem, confrontation of attitude and proposing the possible solution for the conflict. This style of conflict management is more effective for solving complex issues. Additionally, this style of conflict management tends to be more effective in long run. However, this style of conflict management may not be effective in managing the conflicts that surface out of differing values of employees.

Conflict is defined as the perception of incompatible goals or actions between two people (McCornack, 2013). How you approach these tense situations greatly affects the outcome of the conflict and your interpersonal relationships. Everyone experiences disagreement at some point in their lives and it is important to know what you bring to conflict situations in order to become a more competent communicator. Therefore, I completed the Thomas-Kilmann Conflict Mode Questionnaire and asked my sister and boyfriend to do the same regarding my conflict style (Introduction to Interpersonal Communication Course Workbook, 2013, p.29-31). I chose these two people to fill out the questionnaire because they both know me very well in two different types

This paper analyzed the conflicts communication by styles and types of conflict. There are five distinct types of conflicts, while this paper will only focus on collaboration conflict style and accommodating conflict style. These two types of conflict styles are more useful under corporative work environment. Additionally, my personal best and worst team experiences respectively illustrated how collaboration effective for my team work, and how overly accommodation influence my corporate outcomes. This paper is designed to offer a better understanding about conflicts styles, and intercultural communication and conflict within organizations. In terms of the paper structure, first, this paper gave a short explanation about the conflict styles. Then, some related concepts of Face Negotiation Theory explored in this paper as well. Additionally, it evaluated the effectiveness/ineffectiveness of collaboration conflict style and accommodating conflict styles in organizations.