Fear Of Conflict Essay

Conflict Levels – Effective teams maintain a perfect level of negative and positive conflicts. At times disagreement is encouraged to lessen the likelihood of groupthink.

Team has to agree on the methods to which conflicts can be resolved within the group, this has to be addressed as soon as possible to enhance team cohesion and progress team effort towards achieving its goals.

A new director decides to reorganize the department you work in. This reorganization comes about without input from the employees and many of the nurses that you oversee are feeling resentful of the change. As a nurse leader, identify factors that may lead to conflict and ways you can manage them.

Disagreements are unavoidable in any business. A humble stage of disagreement can be helpful in creating enhanced thoughts and approaches, stimulating apprehension and resourcefulness, and motivating the appearance of long-suppressed tribulations. Conflict resolution approach must intend at keeping disagreement at a stage at which different thoughts and viewpoints are completely voiced but uncreative conflicts are discouraged. Encouragement of conflict situations is suitable if the project leader recognizes circumstances of 'group-think.' Group-think is a circumstance where disagreement hardly ever occurs because of high-minded group unity, which results in poor choices and insufficient production. Group-think conquers when there are a large number of members in a group that just agree with anything, with the outcome that there is no grim assessment of the circumstances and innovative thoughts are not recommended. Group members connect larger significance to status, stillness and calm in the group relatively than to procedural capability and capability. Members are unwilling to voice their impartial outlook in order to shun away from offending the

Fear is something that large amounts of people have encountered at least once at some point in their lives. It has been said to have caused a variety of outcomes, many of them being largely negative. Therefore, it is a common human response to react to fear by counteracting it with positivity and/or success. The idea people have of what fear is depends on the person. In the article “How Fear Works”, for example, fear is defined as a “chain reaction in the brain that starts with a stressful stimulus and ends with the release of chemicals” (Layton 1). The website “Psychology Today” defines fear another way, calling it “a vital response to physical and emotional danger” ("Fear Paranoia”). There are several other definitions people have on the

what would need to occur in order to reshape these things into something positive. Throughout

World renowned speaker and author John C. Maxwell has sold over eighteen million books that highlight the most important aspect of leadership. He is responsible for the training of over five million leaders in over one-hundred countries and developed several key leadership theories, including “the seven factors that influence” (Maxwell, 2013). What Maxwell’s factors do not include is the intent or application of this influence, be it for good or evil. The application of each seven factors is significant in the leadership traits of Osama bin Laden, the face and former leader of the Sunni Islamist militant terror group Al-Qaeda. Bin Laden’s use of character, relationships, knowledge, intuition, experience, past success and ability, not only inspired the terror group Al-Qaeda, but drastically increased the world’s fear of terrorism.

Fear of conflict – with no trust leaves the team incapable to engage in debate of ideas. Leaving the team to never truly engage without holding back.

Culture of Fear, by Frank Furedi, is a book that looks at how widespread fear impacts Western cultures like the United States and Great Britain. Frank Furedi believed that society tends to panic too much, as we actually enjoy "an unprecedented level of safety." I admit that Frank Furedi's novel is based upon a novel concept, and an interesting one at that. However, Frank Furedi comes off to me as little more than a fear monger and an intellectual elitist. His book, to me, seems redundant more often than not. But sometimes part of college is learning about points of view that you may not agree with, so I tried to maintain that perspective when I read the book.

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

Conflict is defined as the behaviour due to which people differ in their feelings, thought and/or actions. Collins (1995) states that the conflict is a ‘serious disagreement and argument about something important’ and also as ‘a serious difference between two or more beliefs, ideas or interests’ (cf. Kumaraswamy, 1997, p. 96). In general it is believed that conflicts are the underlying cause of disputes. In other words, dispute is a manifestation of the deep rooted conflict. A dispute is defined as ‘a class or kind of conflict, which manifests itself in distinct, justifiable issues. It involves disagreement over issues capable of resolution by negotiation, mediation or third party adjudication’

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to

Fear is the number one obstacle everyone must overcome at some point in their life. When the word fear is brought up I like to think of past situations that I experienced. There are many different methods used to conquer and learn from our fears such and exposure therapy, having a growth mindset, and thinking positive. For example, when I was younger fear was my worst enemy, School was the main reason that caused my fear. My fear of failure was my biggest obstacle growing up so I used that as a method to learn from my fears.

Wilmot and Hocker have stated in the Seventh Edition of Interpersonal Conflict that “[c]onflict is more than a disagreement; it is when people believe that another interferes with their interests and goals” (p. 62). When considering conflict, interests and goals are considered the same thing. There are four general types of interests and goals which are topic or content, relational, identity (or facework), and process; these together are easily remembered by using the acronym TRIP(Wilmot, 2007. p.63). To better describe and explain these types of goals, the following personal conflict will be used.

There is an important event that happens in every person’s life. That important event may be a number of things. Such as someone winning the lottery or even having a tragic loss in the family. My important event in life was the day I conquered my fear of heights. Everyone has some type of fear or phobia that absolutely petrifies them. Whether it’s a fear of snakes, swimming, or even germs, it can be conquered as I discovered.