Review the eight conflict-management skills discussed in the text. Identify three examples of these skills in the dialogue between Jan and Ken.
There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of
On a crisp autumn day in 2016, while hidden away from the cares of my daily routine in my family room, I was called upon to elaborate on an important aspect of my life. It took some time for consideration to determine how to best portray a journey I have taken in managing conflict, as I am not a young woman. Decades filled with the blessings of being the mother of disabled children, years lived as a single parent, as well as the process of maturation, tempered by the fires of adversity, have molded me into who I am today. As I reflected, I wondered if would I know how to deal with conflict as I do now without the life experiences I have had? Certainly not! The following paragraphs will describe my primary conflict style and why I use it, how I have changed constructively in this area, how the other four styles of conflict management may serve me, and where I hope to arrive as I continue to make my way along the journey of my life.
Specific Learning Disability – the teacher could adapt the direct instructions and maters use during the lesson and practice time. The teacher could incorporate partner work for students to collaborate in small groups.
First, I didn 't think much about the personal issues my character has at home, so the conflict management style I used would have been just don 't think of it! With the student who had the dangerous situation at home, I made sure I got the entire story line before I reacted to anything. This would indicate I used the accommodating style of conflict
Each person has a characteristic personality. Such a style reflects our unique wants, needs, and values. In conflicts, there are specific global patterns that can be identified that are reflective of how individuals deal with such challenges. These global patterns consist of five approaches to conflict management: Competing, Collaborating, Compromising, Avoiding, and Accommodating.
It is in the best interest of the Harrison Elementary School students to provide them with a teacher that knowlegable of the content, demonstrates quality teaching practices, and upholds a high professional standard. Although the student teacher is quick to critique Ms. Creighton’s practices, I doubt that Ms. Creighton would still be employed after 30 years if she didn’t demonstrate some of these qualities. Certainly, Ms. Creighton’s may have areas to improve in her pedagogical strategies, but that does not mean she is not acting in the best inetrest of the students. In my opinion, it would have been in Susan’s best interest to have been placed with a different collaborating teacher because it is obvious that their teaching styles are not compatible. Unfortuantely, the conflict between Ms. Creighton and Susan was not communicated to Principal Morgan earlier in the student teaching experienece so that a switch could have been made. Given that Susan is risking not receiving certification, it would be valuable for her to have her university advisor and/or Principal Morgan conduct a series observations of her teaching. If there is not already a protocol in place, the observations may provide sufficient evidence to support a better
There are numerous entities and situations that can be avoided throughout the durations of one’s life, but there are a few things that cannot be escaped being a United States citizen; and that’s taxes and conflict. It’s hard to go a single day without running into some form of conflict, whether it be constructive, or destructive conflict. For me, conflict has always seemed to either go really good, or take a turn for the worst. Over the past few months I’ve attempted to work on some of my strategies to better deal with my day-to-day interpersonal conflicts, so I get in the rhythm of trying to successfully complete an altercation. With that being said, I would like to discuss a conflict that was both relational and organizational. This conflict
Sharon Ferguson has been in a special education classroom for 10 of her 25 years as a paraeducator. Sharon has seen many teachers come and go. Sharon now has a new teacher for the coming school year. The teacher, Ms. Brown, is fresh out of college. Ms. Brown has come to Sharon with new programs and a change in responsibilities. Ms. Brown has now assigned Sharon to common non-instructional supervision (escorting students throughout the school, keep attendance, toileting, etc.). Sharon takes this as a demotion to the responsibilities she was assigned when she first began as a paraeducator. Sharon is upset with the fact that Ms. Brown is not asking for her opinion in the program changes for James. Sharon has referenced a previous teacher, Mrs. Adam, who discussed with her ideas for the classroom. Sharon believes that she knows more about teaching special education kids than the new teacher (Pickett and Gerlach, 2003)
There are four distinct conflict styles which are the levels of assertiveness and cooperativeness that are employed by a person in a conflict situation. Everyone has their own individual conflict style; my own style tends to be accommodating. This means that I am not very assertive and I am very good at cooperating with those I am in conflict with. In this essay I will examine each conflict style and my own choice of style and why I tend to default to this style. I will also examine whether or not my choice of the accommodating style is the best approach to resolving conflict, and discuss the advantages of learning to use each of the styles in specific situations.
The American teacher, true to being an individualist, believed that the only way to deal with the problem was to meet the problem head on. Due to the avoidant nature of the Vietnamese teacher, he became frustrated for the lack of physical resolution. In conflict resolution in individual cultures, there is a goal that has to be attained that leads to outcome satisfaction (Ohbuchi, Fukushima, Tedeschi, 1999). For the American teacher, this goal was to confront the school board and since that was never accomplished the conflict was never resolved for
The third form of Conflict management is Accommodation. When the task at hand is more important than the conflict that has arisen and when relationships may be damaged putting the entire project in jeopardy. With this method a team member may minimize the conflict in order to protect the relationship and ultimately the project. Some of the negative aspects in using this
Conflicts are more common than not in this day and age. You can have a conflict in a work or school environment over anything. In order to fix most conflicts there has to be an open communication. Lack of communication can cause more problems than fix them.
The conflict in the classroom was between Teresa and Megan. To resolve the conflict I would bring the two students together and have them work cooperatively on the issue with my guidance. I would want both students to feel free to speak their mind, feel listened to, and feel that they are an important part of the solution. I would want them to understand that they both need to be respectful, listen to each other, and try to understand the others’ point of view. As part of the process I would also expect them to work together to come to an agreement they both feel good about. I would not use peer mediation methods in a fourth grade class.
Loss of trust and animosity among a team based on one teacher’s lack of professionalism. The team took turns making lesson plans, locating resources, and creating rotating substitute plans. One of the teachers rarely had her portions of the work done causing the other members of the team to scramble around getting a lesson together at the last minute. This teacher also called in sick several times and waited until a few minutes before school started to call one of the other’s and ask them to provide a lesson for the substitute. This conflict escalated to the Dean of Instruction.