Interpersonal Conflict Resolution And Mediation

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

Conflict, according to Wilmot & Hocker (2011), is defined as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.

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

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

Power imbalances can impede an individual’s attempt to manage work-related conflict in many ways. It is noteworthy that imbalance in power arises from the differences that exist between the employers and employees. Therefore, power could be destructive as a result of its disparity. In any organization, the title of any individual reveals the power that person holds in the company. However, any individual who seeks to resolve conflicts at work-place will have to be influential just like his/her position. It is common that employees are likely to pay more listening attention to their boss or employer more than a fellow colleague. This similar effect can also be created by power imbalance in conflict. According to the Registered Nurses’ Association of Antorio (2012), it is because of regular feelings of influence propound undesired consequences. It is common that people that are highly placed (with power) devalue those with less power to develop sentiments such as hostility and exasperation. Notably, such feelings impede managing work-place conflicts in organizations.

People face some type of conflict everyday of their life. An interpersonal conflict is an expressed struggle between at least two interdependent people who perceive incompatible goals, scare resources, or interference in the achievement of goals (Beebe, Beebe, and Redmond 221). When a conflict happens, the relationship between the parties of the conflict may become weakened or strengthened. However, when a conflict is handled well, the conflict can be productive and lead to a deeper understanding of the situation at hand. A person comes across at least one incident in our lives that causes them to react to a conflict where he or she loses their cool.

Conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for their

Interpersonal conflict is “an expressed struggle between two interdependent parties who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals” (Floyd, 2011, p. 350). To fully understand conflict, the definition can be broken down further. As Kory Floyd (2011) describes, “conflict is an expressed struggle.” A conflict is not fully present until one party’s feelings are aware to the other party. This can be done through both verbal and nonverbal behaviors. Conflict occurs between interdependent parties as Floyd (2011) explains. A disagreement becomes a conflict if both parties depend on each other in some way. For example, the relationship between a child and their parents is a relationship that has high interdependence. If there is no dependence between the two parties, Floyd (2011) does not consider it interpersonal conflict, which I personally found interesting. The next part of the definition declares that conflict is about the goals the parties perceive see as incompatible. Incompatible, means that both party’s needs cannot be met. However, Floyd

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

Interpersonal conflict is defined as a disagreement between two interdependent people who perceive that they have incompatible goals (Verderber, 358). There are various dimensions to interpersonal conflict, but in the grand scheme of things it focuses on the communication amidst people. When people hear the word conflict, your first instinct is to think of it as holding a negative meaning; but we have learned that in order for people to grow and fine-tune their problem solving skills, conflict helps.

Intrapersonal conflict reveals itself through different individual attitudes and behaviours. Most of these attitudes and behaviours may originate from self-induced, emotional or inner feelings which may include frustration and emotional instability. These attitudes or behaviours may lead to absenteeism and destructive behaviour among individuals in an organization (Hughes, 2001). Poor attitudes and behaviours which result from intrapersonal conflict usually decrease the performance and efficiency of an organization. On the other hand when it is managed in the right manner it helps individuals promote capacity to adapt and attain a balance in the working relations with the organization.

Conflict mediation is widely studied in interpersonal, not intergroup, situations. As a result, little is known about understanding among groups, rather than individuals. This study attempted to establish whether or not perspective taking techniques simply affect the representatives of groups or if they affect the group as a whole. Due to lack of empirical investigation and in an effort to address the lack of knowledge on the subject, Gutenbrunner and Wagner, drawing upon real intergroup conflict, conducted a study on the effects of perspective taking techniques in intergroup situations. Using the specific techniques of controlled dialogue and role reversal, the authors focused on empathy and the feeling to be heard as they relate to intergroup relations and the effectiveness each has as a method of mediation in conflict situations.

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working

Definition of conflict should be given. The possible solutions will depend on the cause(s) of conflict