Example Of A Difficult Conversation

Like Stephen R. Covey once said, “most people do not listen with the intent to understand; they listen with the intent to reply” (Stephen Covey). Most people do not try to see things in the point pf view of others, they like to jump to conclusion. Conflict is an interaction between interdependent people who perceive that they have contradictory goals or scare resources. The more important the relationship is, the more important the conflict is.

Negotiation is a fundamental form of dispute resolution involving two or more parties (Michelle, M.2003). Negotiations can also take place in order to avoid any future disputes. It can be either an interpersonal or inter-group process. Negotiations can occur at international or corporate level and also at a personal level. Negotiations often involve give and take acknowledging that there is interdependence between the disputants to some extent to achieve the goal. This means that negotiations only arise when the goals cannot be achieved independently (Lewicki and Saunders et al., 1997). Interdependence means the both parties can influence the outcome for the other party and vice versa. The negotiations can be win-lose or win-win in nature.

Sometimes humans make snap judgments about things with a very limited amount of information. Without all of

The practice of settling human conflicts through intermediaries has had a rich history in Western and non-Western cultures and therefore a broad range of forms and functions. The conflicting parties in most of the societies and at all stages of social interaction have had access to external actors to whom they approach when they come to the conclusion that they are incapable to handle their different opinions by themselves. In this case, an ordinary response to identify contradictions in objectives and values be-tween adversaries is to enter into a process of negotiation in order to achieve an agreement on such differences, which is mutually acceptable. In consequence, negoti-ation seems to be a universal, human

Even when taking this approach some will still want to play the blame game or argue about who is right. The book suggests three different ways to deal with these situations. First, reframing the conversation into concepts the other person can relate to. Second, when the other party persistently puts the conversation off track, by interrupting or denying emotions, explicitly name that behavior and raise it as an issue for discussion. Finally, when all else fails, listen. The authors state "the single most important rule about managing the interaction is this: you can't move the conversation in a more positive direction until the other person feels heard and understood.” (Stone, Patton, & Heen, 1999, p. 206)

Michael Scott is a good example of a non-competent communicator. For instance, he does not exhibit self-awareness such as when Phillis is flashed and he laughs at the incident. He is unware how is behavior affects his employees, and remains oblivious to why it is inappropriate. Here he also fails to show empathy to his employee though Phillis is obviously disturbed. He ridicules and openly mocks the incident when she is not present claiming its okay to make fun of it when she is not

inferences and judgements about people and sometimes forget that it is our own viewpoint that

Jan and Ken’s conversation was in a win-lose orientation to conflict. However, their conversation can be moved to a win-win orientation. To do this, they must first identify their feelings, needs, or desires (Wood, 2012). Next would be to find out what the needs, wants, or desires of the person you are conversing with (Wood, 2012). Lastly, is to use words that promote cooperation and respect (Wood,

Presumption can reveal false constructive attitudes about other people's ways. For instance, we in the urban industrial society often think of people from India as being "money hungry and intruders" although this view fails to identify that there are many emphasis in their way of life, with the contribution to communities. False optimistic presumptions can be just as deceptive as false unconstructive assumptions.

During English class last year, the topic of abortion came up. This is an extremely divisive subject, and arguments soon broke out among my friends. Carl and Peter both thought that abortion should be legal, while Greg and Arnold both though it was wrong. I was part of this argument as well, but the argument soon escalated to the point where my friends would hardly speak to each other. The fight dragged on for almost a week, and I knew I had to do something to stop it. When they inevitably started fighting again, I did my best to calm them down and remind them that this issue, while extremely serious, should not make them hate each other. While everyone else was yelling and screaming, I was quiet and calm. I did not like to see my friends fighting, so I decided to stop them and help them make up as opposed to joining it. My tactics ended up working, and my friends soon thankfully forgot all about their

Relying on our won understanding instead of direct guidance for valid reasons we may bring harm to ourselves.

As a disagreement arises, the group follows specific steps to come to a solution. Chinn (2008), describes four steps of critical reflection. First, each member has a chance to describe the how “I feel…” about the conflict (Chinn, 2008). In the second step, the group focuses on “when (or about)…” where the

Whether it is at work, church or in our private relationships, negotiations are a necessary tool for reaching an agreement. They are made by discussing each parties point of view with the aim being to reach an agreement that is mutually beneficial. For the most part, negotiation is the process by which those people involved successfully adopt or abandon their respective position through the use of positional bargaining. There are different types of approaches for the negotiation process - some hard and others soft in their manner of approach. The desired outcome of

In this writing, we will explore and explain strategies of conflict resolution and, encourage teams, individuals and society as a whole to use some of these ideas for their own resolution purposes. “In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes.” (Conflict resolution, 2008). With this in mind, individuals will have hope for a more positive team experience.

Assumptions are automatic opinion that come to mind. Many times we us our assumptions to make a decision on something or someone. When making assumption we sometimes overlook the facts and make an assumption based on what we think about that situation or person. We make assumption at times based on our experiences in life. Our assumptions also help to shape us into the individual we are today. Harris (2011) found that many individuals make daily decision based on assumptions. We operate in assumptions in many ways