Conscientiousness And Conflict Case Study

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

There are two implication of this perspective, first is that conflict is the result of employees dissatisfaction and difference with management

Openness to Experience - Openness describes a dimension of cognitive style that can distinguish imaginative, creative employees from down-to-earth, conventional employees. Employees who score high with Open are intellectually curious, appreciative of art, and sensitive to beauty. They tend to be, compared to closed people, more aware of their feelings (Carver & Scheier, 2000). These employees tend to think and act in individualistic and nonconforming ways and intellect is probably best regarded as one aspect of openness to experience.

Conflict is human nature; it practically unavoidable. Whether it is at home or in the professional world, we as individuals must communicate or interact on a daily basis by some shape or form with other individuals in order to get anything accomplished. One employee alone does not or could not make an organization successful. In reality, these constant interactions are more than likely going to lead to some type of conflict at one point or another in our lives. Griffin and Moorhead define conflict as “a process resulting in the perceptions of two parties that they are working in opposition to each other in ways that result in feelings of discomfort and/or animosity” (Griffin & Moorhead, 2014). It has been determined that conflict can

As the expression of employees' dissatisfaction and differences with employers, conflict is regarded as bad and irrational for the organization and should be kept down through some forcible ways. Conflict can arise from employees' misunderstanding of the direction of the organisation or the poor communication between the staff and the management, enabling employees to substitute alternative agendas instead of the organisation's agenda (Bray, Deery, Walsh and Waring, 2005). Moreover, conflicts can arise from the poor management that caused by the management's failure to identify and meet employees' basic needs.

It is often said that a chain is only as strong as it’s weakest link. The health and productivity of a company determined by each individual’s ability to overcome his or her weaknesses, and management’s capacity for nurturing the best characteristics in people. In other words, it’s a two way street. What comprises a weakness or strength in a professional environment is its power to weigh down or boost the company’s ability to reach their goal. A personality is the collective and prevalent characteristic that navigates a person’s actions.

The workplace is an environment that can be a source of conflict. In the workplace environment it is important to realize the causes of conflicts, effective ways to prevent destructive conflicts and different problem solving techniques for conflicts. A conflict is when a person is or is about to cause harm or damage to something else another person cares about (Lamberton & Minor, 2014). Additionally, conflict can be viewed in a constructive or destructive manner (Lamberton & Minor, 2014). Conflict are a common part of the workplace environment (Oore, Leiter, & LaBlanc, 2015).

PPS: The two traits I feel connected within the PPS lesson are conscientiousness, being my strongest trait, and influence as my secondary trait. The conscientiousness trait is useful in how we follow and enforce the appropriate directives and guidelines issued from commanders in order to achieve their measure of success. This trait can be looked at as the core characteristic used in enforcing all Air Force instructions and regulations, which are what we use to effectively evaluate our subordinates. The reason the influence trait is also my strong characteristic is due to me being a people oriented person. According to the PPS DiSC behavior model, I am definitely a person driven by motivating people, entertaining, and group participation.

I disagree with my low score on “Openness.” A real-world example is that every summer, my friends and I plan a vacation to a new place, which we never explored before. Thus, we can experience a new adventure, meet new people, and learn about diverse cultures. In addition, you would never see me visiting the same places or watching the same movies over and over. I always like to get out of my comfort zone and be adventurous.

Conscientiousness is related to such things as achievement, perseverance, credibility, conformity, organization and responsibility. According to Lussier and Achua (2010) people with this trait are characterized as willing to work hard and put in the extra time and effort to accomplish goals to achieve success. These people are internally driven and are motivated toward achievement through social conformity (Pervin & John, 1999). I also scored a 33 in the openness-to-experience dimension which includes traits related to being willing to change and try new things (Lussier & Achua, 2010).

Factor two, conscientiousness, refers to the idea that one can act with self-discipline and acts in a way that is more measured out rather than spontaneous and in one way or another efficient and dependable. Many critiques believe that this factor also refers to people have a strong work ethic, are focused as well as disciplined which leads to a sense of organization. Many psychologists nowadays agree that people falling under this category will always believe that they are prepared for any give task through using the method of following a strict

The “three desired outcomes to conflict are agreement, stronger relationship, and learning” (Kinicki A. Kreitner R.2008 p. 278). If employee can be in agreement in certain job situations, for instance when one employee is

While conflict is a part of social relationships, there are many conflicts that are escalated beyond the normal day-to-day interactive conflicts. Day-to-day interactive conflicts such as disagreeing about what to cook for dinner or when to mow the lawn are inevitable and for the most part, relatively easy to negotiate. However, more serious conflicts arise during the course of daily living as well: in which religion to raise children if parents come from differing ideological backgrounds or how much to spend on family vacations. Daily living and conflicts within the family are not the only conflict, however. Conflicts at work, in social situations, in political debates, and in global issues create tension in daily life as well. Both

The conflict presented in this case study is between two employees that perceive tension in the

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