Examples Of Attribution In Conflict Management

Conflict gets a bad rap. We automatically assume that conflict will collapse a relationship. Some of us avoid conflict like the plague, thinking that if we close our eyes to a potential clash, it doesn’t exist.

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

Attribution theory: an attempt when individuals observe behavior to determine whether it is internally or externally caused

Conflict is an expressed struggle between two or more people who are trying to accomplish different goals. Conflict is everywhere in relationships, work places, school, family, and children. Almost any interaction with another person can have conflict because not everyone has the same goals or thoughts. Everyone is different and conflict can be very hard to avoid. Conflict to me is a big barrier in my relationships with family, friends and my significant other. Conflict is one thing that I would like to improve in my relationships because it is something that I struggle with. I am the kind of person that I want things to go my way and I feel that I am right most of the time and do not like to lose an argument. Anger also

Conflicts are a part of every relationship. Everyone has a different style to deal with these conflicts. Competing, Avoiding, Accommodating, Collaborating, and Comprising all have consequences.

Attribution explains we think of for why particular person is behaving a certain way. We usually attribute our own bad behavior in light of a situation. For example, I might not be ready for group presentation so my group ruined the presentation. I can say to myself that “I was really busy this week. I had so many thigs to do.” We make attributions about other’s behavior by figuring out the cause that can cause the behavior, when the behavior is different from what we expected. There are two different types of attribution, situational attribution or external attribution, an explanation that puts the cause of the behavior outside the control of a person, and dispositional attribution or internal attribution, an explanation that puts the cause

Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. K. (2008). The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes. Journal of Applied Psychology,

It is imperative that leaders develop problem solving methods to address conflict resolution within the workplace. The purpose of this paper is to discuss specific techniques and tools to resolve conflict within the workplace. A description of a workplace conflict at my current place of employment will be provided. The impact that cultural norms may have on conflict will be briefly considered. Additionally, the impact that conflict has on leadership’s decision making will be addressed. In discussing resolution of this particular conflict, specific techniques most useful in reducing or overcoming the identified conflict and associated behavior will be identified. Finally, the potential negative and positive impacts that the techniques utilized to address this problem has on resolving the conflict will be explored.

Rothman et al 's study focuses on how easy it is to elicit internal attribution, they did this through the words 'you ' and 'your doctor '. Two hundred and fifty women were randomly selected and assigned to one of three information conditions. All participants then took part in a session on mammography and breast cancer. The control condition group received the material without attribution control, in the external attribution condition the participants were told the information instead with the term 'your doctor ' and finally the internal attribution condition were given the information with the word 'you '. Examples of some of the phrases used are: “A/ your doctor will look at the/ you will ask if the... mammogram can reveal very small masses that aren’t detectable by a self exam.” (Rothman et al, 2003). The findings of this study were that the women participating in the internal attribution condition were more probable to get a mammogram within the next 12 months. This has been put down to the fact that the line 'you ' puts the responsibility with the participant. Therefore Heider 's work has ecological validity as it can be seen to work in a real life setting.

     Since the way one deals with conflict within the relationship will affect how the relationship progresses, it is vital that one

According to the Attribution Theory, we tend to explain our own behaviour and the behaviour of others by assigning attributes (or inferences) to these behaviour. There are basically two sources for our behaviour; those influenced by external factors and those influenced by internal factors. Imagine walking into your boss

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

McShane & Glinow (2008) have proposed attribution process, a different perceptual activity, helps us interpret the world around us. The attribution process involved deciding whether an observed behavior or event is caused largely by internal or by external factors. The perceptual process of deciding whether an observed behavior or event is largely caused by internal or external factors. As Luthans (2008) said, attribution refers simply to how people explain the cause of another’s or their own behavior. There are two general types of attributions that people make: dispositional attributions, which ascribe a person’s behavior to internal factors such as personality traits, motivation, or ability, and

Conflict management aims at reducing all the negative aspects of conflict by identifying the reason of conflict and using tools to solve the conflict between two parties. It is important for managers to use their skills to manage conflict in the workplace.

The attribution theory is largely derived from Psychology and is usually situated in a post-positive paradigm. The goal of the theory is to find patterns and make generalizations of certain phenomena in different situations. Fritz Heider is known as the creator of the attribution theory and believed that people act as “naïve scientists” when trying to understand the world around them (Spitzberg & Manusov, 2015, p. 37). Even though some novelty in relationships is good according to the original version of the Relational Dialectics Theory, most people do not like things that largely differ from the expected action or outcome. When things are very important or unexpected to people, they tend to look for reasons why and how those things happened (Spitzberg & Manusov, 2015, p. 38).