Ethical Fading : An Ethical Judgment

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 the face of conflict one must look for objective criteria with which to resolve conflict is essential. Always keep in mind the aspiration for long term relationship building. We never know when we would meet our counterpart, another representative of his or her organization or a common acquaintance

I deal with conflict constructively should it arise with colleagues by listening to their point of view and respecting them as I would

You should try to handle conflict situations by remaining calm, ending the conflict before it escalates and remaining respectful of others. You should try to demonstrate active listening and discuss the situation in a calm and rational manner to try and resolve the conflict.

Although all of the approaches have their time and place, you need to ask yourself the basic question, "Is my preferred conflict handling style the very best I can use to resolve this conflict or solve this problem?"

How can people best respond to conflicts is a question commonly asked by people going through a difficult situation without any knowledge of how to respond properly to a certain conflict. The reality is: there is no solid answer to this question. It all depends on what your conflict is, and of course in what position you are. According to the Cambridge Dictionary, a conflict is an active disagreement, as between opposing opinions or needs[1], and according to the Merriam Webster Dictionary the definition of conflict is: a struggle for power[2] , so without a doubt, what people want as a result in a conflict is to have power over the problem, to have control.

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).

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>

The final category is conflict of interest. A conflict of interest occurs when an employee has an undisclosed economic benefit in a situation. For example, maybe the employee has a family member who works for one of the companies bidding on a project. If the employee knows that the family member will benefit and does not disclose the information to his superior than that is a conflict of interest.

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

When examining these issues, it’s possible to determine which conflict that is being dealt with by looking at the cues that are provided. These cues include end goals related to the conflict, flexibility, and the interests of the parties involved within the conflict. Realistic conflict involves issues that can solved when party are willing to work towards a common goal, and nonrealistic conflict occurs when they are trying to win. Nonrealistic conflicts will consist of less flexible parties, and are best handled with fore or coercion to reach an end goal. This will stop the conflict from escalation or being all together avoided by the members involved. Conflicts that are readily identified can be controlled, and the best solutions can be

Dealing with conflict rules can be a complicated thing, especially when not all situations are

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

Conflict of interest- any relationship, that is not in the best interest of the organization.

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).