Examples Of Patterned Responses To Conflict

I approach it or handle it a little differently. I tend to play a role of a mediator when conflict arises between the students or between myself and my partners. I believe that conflict can be avoided when you take early action diffuse the situation. First, I stay calm, listen to, understand and attack the problem and not the person. The main thing that lead conflict is escalation. People Anger starts to escalate when a dispute or anger arises. Due to that we sometimes because we are so overwhelming angry, we tend to stop listening to understand in order to have an exchange of words to that person. As a teacher, when I encounter a conflict at work between myself and partner, I try to take a step back and remain calm. This strategy helps me to listen, reach for information and to see where the other person is coming from or look at the bigger picture. Doing this keeps me very calm and relief. Even though conflict is inevitably using this strategy helps me resolve the conflict faster without things getting out of hands. In the result, I feel

I feel we develop our styles based on the way the individuals we interact with respond. I was not completely surprised to see that my fiancé and family both agree on their view of my conflict style. I tend to take the Non-Confrontational approach with them first and then move toward finding a solution. When I move towards finding a solution, I have learned to use “I” messages to express my concerns in a Non-Confrontational way.

When I find things are not going well my conflict sequence is [Blue-Red]-Green. As I read through the description of my conflict sequence, it made sense to me that my sequence was a bracketed blue-red, consequently I see myself displaying alternating blue or red behaviors specific to the situation. When I recognize a problem, I want to act quickly to resolve the issue. Initially I do not spend a lot of time analyzing the situation, but seek to discuss and promote my wants and needs with others in hopes of coming to a quick resolution. Depending on the situation, I will decide to either fight the battle and assert myself and my opinions or I will accommodate to find a resolution I can compromise on. Because I am so eager for quick resolution, I rarely find myself entering the green zone by retreating from the situation. If I do find myself there I will overly invest energy analyzing every angle, searching for a way to either reconcile or be right. I find

I find that my desire to avoid can put off the wrong vibe to those under my care. The last thing I want people to think of me when it comes to conflict is that I attempt to avoid it at all cost. That can be casted in a negative light. The greatest room for improvement for me in this area is using this style more out of habit than using it when necessary. Since I scored high, there is a good chance I am overusing this style. I have to be more intentional in how I deal with conflict. Though I tend to see conflict as a disruption in the flow and the work at hand and in my opinion it causes unnecessary stress so I only attempt to address it when it is unavoidable. This can hurt my leadership position in a lot of cases and I must learn to use it

Hi Barnedia, in your discussion, you mentioned that the way an individual responds to a conflict depends on his or her life experience, personal growth and development, and upbringing. I agree with that statement, however, you point out that all person involves in a conflict do not experience the four stages, to which I will have to disagree. Considering the four stages of a conflict, Frustration, Conceptualization, action, and outcome, everyone passes through these stages. Yoder-wise (2015). In order for a conflict to arise, someone has to be frustrated about something, has his or her conception of the situation. An action will be taken whether it’s by avoidance, accommodation, compromising or cooperating and this depends on they life experience

By the time you are an adult, your basic orientation to conflicts in particular context is in place. Dr Hebbard, through your experience, How do we change this behavior under pressure, abnormal circumstances and maintain consistency?

One way that people respond to conflicts is to face them head first which shows how

There are many different ways to respond to conflict. Some of the responses include having a good attitude, keeping a stable frame of mind, avoidance, and maintaining individuality. Groups of individuals have used these different approaches with varying degrees of success. One of the best ways to respond to conflict is maintaining individuality, or maintaining individuality as a group of people that share a common culture or beliefs.

The true test of someone’s character is not determined by how we deal with conflict in our life, but how we deal with all the aspects of our lives, for example; how we are when we are happy, grieving or angry. Our maturity levels also play a huge part in defining who we are. There is no doubt that conflict alters our emotions, thus it effects our actions, but this does not determine who we are. It only shows how we act in times of stress. Conflict can be encountered in many aspects of people’s lives including social, work and home lives. An emotional state of our being is not indicative of our true

According to Joshua Gowin Ph.D, “In the 1970s Kenneth Thomas and Ralph Kilmann identified five main styles of dealing with conflict that vary in their degrees of cooperativeness and assertiveness. They argued that people typically have a preferred conflict resolution style. However they also noted that different styles were most useful in different situations. They developed the Thomas-Kilmann Conflict Mode Instrument (TKI) which helps you to identify which style you tend towards when conflict arises (Gowin). These five main styles are Competitive, Accommodating, Avoiding, Collaborating, and Compromising (Gowin). As well, “Conflict elicits stress, our self-defense mechanism against harmful elements in our world. Stress tells us one of two things: I've been hurt, or I'm about to be hurt. Naturally, we take the first thing seriously. If we're hurt, our brain shifts into action mode. We release adrenaline within seconds and cortisol within minutes, causing us to become more impulsive” (Gowin). Brains are ‘hardwired’ to respond to conflict based on past experiences, using that knowledge to further progress itself in the natural

The saying that “people are products of their environment” is truly defines the sense of how humans learn to react to various types of conflict situations, especially when it comes to the development of goals and interests. Normally, interpersonal conflicts evolve from the perception that another person or persons are standing in the way of their chance to attain or maintain their individual interests or goals. As Ferrera (2004) explains, “conflict can be described as a meeting of two opposing desires; each with a corresponding set of behaviors meant to achieve the desire of the person displaying the behavior” (p. 29). It’s also not uncommon for people to adjust their conflict-behavior to address their exact needs or wants or to mirror the other party’s behavior in response to a conflict (Hocker & Wilmot, 2014). Other factors may also affect the extent that a person’s goals may

Finally, this article revealed to me that I handle conflict in a passive manner. The method I typically use when handling conflict is loyalty, which Wood defines as when an individual “quietly stays loyal to a partner and a relationship” (p. 211). I use this approach when dealing with acquaintances, bosses, friends, family, and even for practical goals. For example, if I go to a restaurant and the server brings be the wrong meal I will not say anything and think, ““This doesn’t matter a whole lot in the big picture”” (Wood, p. 211). In addition, I often remain silent and think, ““It could be worse”” when conflict occurs in my interpersonal relationships (Wood, p.211). For example, my roommate never helps clean the room for room checks and I

People encounter conflict. People respond to conflict in different ways. The way that people respond to the conflict can determine success or failure. Their response can also have a positive or negative impact on others around you. Okwonkwo, in Things Fall Apart by Chinua Achebe, is a good example of different ways to handle conflicts.

The confrontation style of conflict management can be seen in higher-performing organizations, but can be found in all situations, professional or personal (Goncalves, et al., 2016). Confrontation is defined as the volatile face to face interaction regarding a particular conflict, usually regarded as aggressive or argumentative. Cahn and Abigail (2014) offer six steps to confrontation that can aid a manager in transitioning through a conflict. These steps include “Preparation: identify your problems/needs/issues, arrange for a time and place to meet and talk, interpersonal confrontation: talk to the other person about your problem, consider your partner’s point of view: listen, empathize, and respond with

Managing conflict is a difficult task that we all face during our life time, but becoming aware of your own characteristic style could help determine why conflicts result exactly the way they do. It helps determine what is a healthy outcome, or not? Each circumstance is different!