Goals in Conflict Essay

At the core of all conflict analysis is perception (Wilmot & Hocker, 2011). In interpersonal conflicts, people react as though there are genuinely different goals, there is not enough of some resource, and the other person actually is getting in the way of something prized by the perceiver (Wilmot & Hocker, 2011).

Hocker, J. and Wilmot, W. (2014). Interpersonal conflict (9thed). New York, NY: McGraw-Hill Companies, Inc.

The true way to end conflict between children enabling them to work out the problem.

In Conflict Resolution by Bev Bos, the author speaks to parents of all income levels. She explains how parents many times convey anger and disappointment to children instead of encouragement and that they often treat children in ways that they would never treat their peers. Bos tells the audience that children want nothing but to please their parents and do the right thing. It’s like dogs only wish

It is mandatory for the participant performing the conflict self-assessment to be unreserved and have the ability to use self-reflection adequately. Accordingly, these results allow for the accurate comparison between current habitual methods and actions of conflict resolution and the appropriate use of the five modes of conflict resolution.

In her article “How Parental Conflict Hurts Kids” Anna Sutherland discusses how conflict between a kids parents can affect them later on in life. She goes on to explain which types of conflict are actually harmful, and how when parents solve the problem together in a positive and calm manner it can actually be beneficial to the child. The article further states the specific outcomes of parental conflict on children, how those will affect them later in life, and why conflict between parents creates these effects. Throughout the article Sutherland refers to studies and research done to help emphasize her points.

Throughout life, one encounters many social situations. The way a person processes these situations says a lot about his or her general outlook on life. While there are many theories, there are three primary Theoretical Perspectives: Functionalist Theory, Conflict Theory, and Symbolic Interaction Theory. Personally, I struggled in choosing a single perspective. I believe that if one perspective had a perfect explanation, there would probably be only one perspective. Since this is not the case however, it must be admitted that no single theory base perfectly explains every social situation. I have found that for me, the Conflict Theory explains situations around the world most consistently.

does not mean we have to agree with the other. It simply means that we

According to our textbook Beebe, Beebe, & Ivy (2014), “interpersonal conflict is a fact of life and eventually all relationships experience conflict” (p. 218). Precisely how the conflict is resolved left up to the involved parties. I am credible because I participated in the following conflict with my mother, analyzed the conflict using the Beebe, Beebe, & Ivy (2014) text, and then used the collected information to structure this paper. The central idea of this essay is that people with conflicting personalities and viewpoints need to be more understandable towards each other in order to be an effective communicator. This paper will first discuss the type of conflict that occurred, the conflict management style used by each party, the effectiveness of the management of the conflict, and four conflict management skills that could be improved in this specific conflict. Now aware of the construction of this essay, it is now time to understand and examine the type of conflicts involved.

In this assignment, students are required to identify experiences of intrapsychic, interpersonal, and group-to-group conflicts. In addition to writing a brief description of the psychosocial factors influence that impacted behavior and action the conflict events.

One of the hardest parts of managing conflict is to identify and achieve the personal goals and interests of each party involved. According to Hocker & Wilmont (2014), “all conflicts hinge upon the fact that people perceive that there are incompatible goals help by at least two people who are interfering with what the other person wants” (p. 73). It’s difficult enough to identify one’s own goals regarding conflict, let alone attempt to understand goals or interests of the other parties involved as well. In a similar fashion, whatever it is that we want from others doesn’t necessarily coincide with the other person’s desires or expectations as goals may differ depending on the relationship with the other person (or people)

Chapter 1 focuses on definitions of three topics. The first topic focuses on interpersonal conflicts. It defined terms that focus on interpersonal conflict. According to Stella Ting-Toomey, she defines interpersonal conflict as “the perceived and/or actual incompatibilities of needs, interests, and /or goals between two [or more] interdependent parties”

An interpersonal conflict is “a struggle among a small number of interdependent people (usually two) arising from perceived interference with goal achievement” (McCorkle & Reese, 2010, p. 10). For an interpersonal conflict to occur there must be an existing interdependency between the group members and goal interference must have occurred between one or more parties.

Conflict permeates throughout all human relationship. It generally derives from the acknowledgment of the individual uniqueness of all people. Ever individual has experienced things that are distinct to their world. Thus, coloring the lenses from which they see. These experiences create differences in opinions, world views, and values. Individuals must learn how to manage these differences when interacting with others. This individual differentiation can be further intensified in an organizational environment. Interactants within an organization are ostensibly working towards the same organizational goal. However, because of differences in organizational roles and duties, many employees find themselves in opposition. It is up those employees to effectively manage the conflict that dissimilarity creates. That said, this article explores an incident were an employee of a company found himself in a conflict situation. The reference article highlights the choices that the employee, Frank, made and the deleterious aftereffects (Liberman, 2012). Frank, an employee of FootWorld has been selected to participate in a cross-functional team, within the company, to develop a go-to-market strategy for a new orthopedic technological device. Failing to articulate his conflicting ideas to the team he begins to vent his frustration to coworkers outside of the team. Eventually word is relayed back to those who Frank criticized. Consequently, Frank feels he has become ostracized from the

In this paper I will describe a conflict that has occurred in my life. It had a huge impact on my second year of college and even today things still pop up from it, because I still run into each of these girls. In this particular conflict between my old roommates we will review a course concept involving the four phases of conflict escalation. Starting with phase one, a perceived threat to someone, followed by defensiveness, then stonewalling, and lastly contempt. After the conflict occurs, one of the parties’ uses the course concept of face saving by portraying something that is not really her true feeling. In order to overcome this conflict, I will discuss how the parties need to mediate and learn to communicate efficiently, as well as listen to each other more. The course concept I will use to help solve the conflict is a facultative method with a third party intervention. I am also hoping to make a facilitating reappraisal, where it might be possible to reframe the conflict. While discussing facilitating reappraisal we will dig deeper into discussing third party intervention, which I believe both parties may need.