Can Conflict Ever Be Desirable? Why Or Why Not?

Conflict, according to Wilmot & Hocker (2011), is defined as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.

Conflict is a clash of interests, values, actions, views or directions. Conflict refers to the existence of that clash. Conflict is initiated the instant clash occurs. Generally, there are diverse interests and contrary views behind a conflict, which are revealed when people look at a problem from their viewpoint alone. Conflict is an outcome of organizational intricacies, interactions and disagreements. It can be settled by identifying and neutralizing the etiological factors. Once conflict is concluded it can provoke a positive change in the organization.

1a. Who was involved in the conflict? What was the relationship between the participants prior to the conflict? Did it appear as if the relationship between the participants had any impact on how either person responded to the conflict?

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.

3. What is the root cause of the conflict? Is it resolved? Why or why not?

In this assignment, you must write 300 to 450 words on conflict and conflict management. Record your answers in this worksheet.

A conflict I have encountered, is that I can not think of a conflict to write about for this Written Assignment! There were several topics I attempted to try a shot at, but they did not pan out. So, instead, I will make up a conflict scenario, and then use several of the critical thinking methods to assess the situation.

Conflict is pretty much inevitable when you work with others. Everyone have different viewpoints and under the right set of circumstances, those differences could pile up and escalate to conflict. How you handle that conflict determines whether it works to the team's advantage, or contributes to its disadvantage. Conflict isn't necessarily a terrible thing. Healthy and constructive conflict is a factor of high-functioning teams. Conflict arises because of the differences between people, the same differences that often make diverse teams more effective than those made up of people with similar experience. When people with varying viewpoints, experiences, skills, and opinions are tasked with a project or challenge, the combined effort can far surpass what any group of similar

Conflicts are generally defined as relational disputes between two or more parties, in which those involved perceive a threat to their interests coming from those on the other side of the disagreement. While this can describe a variety of conflict, it does not explain the full range of possibilities with this term. There are

Conflict is destructive when it results in a negative impact to you, others or the business.

There are various approaches and ways in which the term conflict is defined. Almost all organizations have relationships, which are possible agents of conflicts. Conflict refers to human confrontations, which create disagreements between two or more parties. Within a normal human interaction, it is obvious to find conflicting opinions, ideologies, principles, and structures of believe. Some instances of disagreements and difference in pathways of executing difficult and minor activities within an organization or company create conflicts. Ways of thinking cannot be similar among two and more people. Approaches of work, desires, and needs among people are of diverse magnitudes.

Before beginning to outline the theoretical approach, it may be useful to outline the key aspects of the field of conflict and conflict resolution studies. Firstly, comparing to other fields of social science studies, the study of conflict and conflict resolution is relatively new "it is only in the twentieth century that the systematic study of conflict has become a field in its own right. In fact, the overwhelming majority of work in this field is a product of the last half of the twentieth century" . Thus, the study of conflict and conflict resolution has long remained within a variety of disciplinary, “theory and research are drawn not only from political science but also from social psychology, sociology, economics, and law" .

Conflict resolution would be one of the main factors to solve and to get addressed because your there to actually solve problems in the workplace. They can be solved and should be used using many strategies, from dealing with customers or staff members in the practice. When they are unaddressed they can go real negatively bad. For instance I work at Vet hospital, I notice a dog chewing on his I.V line, I then told a tech to solve this issue right away because that’s the dog’s health and that is real vital. If I didn’t address this issue the dog would be in poor health not getting the parental nutrition. The other effects would be that I would decrease the productivity in the workplace if I were to not say anything; it was at the end of the

Conflict is concerned with difference. If we were all the same, then there would be little or no conflict. However, thankfully we are not all the same, and so part of the price that we pay for the richness of diversity is that conflicts will arise at certain times. Conflict can be seen to arise from the incompatibility of aims between individuals and/or groups - that is, what I am trying to achieve and what you are trying to achieve. If they are significantly different, they can lead us into conflict. Two main problems can arise there. First, we may feel uneasy about the conflict and the tensions that it raises, and therefore try to pretend it is not there, to fudge the issue or brush it under the carpet. This can lead to significant problems in so far as the situation may be allowed to fester and go on for a much longer period than is necessary if we are not prepared to deal with it and move on. Second, we may cause problems by dealing with the conflict in a way which escalates the tensions between us. For example, rather than deal with any conflicts between us constructively and amicably, we may use the opportunity to attack one another, thereby leading to unnecessary additional problems. These, then, are the two main (but not only) problems associated with conflict: fudging and escalation.

Definition of conflict should be given. The possible solutions will depend on the cause(s) of conflict