Manage Conflict With Collaboration

What factors contribute to their conflict resolution styles? Do you know of anyone who handles relationship conflicts effectively? If so, describe their conflict

I found collaborative leadership, collaborative commutation, collaborative problem solving and collaborative conflict response the most valuable. Each piece is highly needed to create a successful team, for my own success. These are the ones that I found that pop up the most within in my own experience as a team member. I actually do a lot of collaborative work with other people in one of my artistic hobbies, where I team up with a bunch of people who do the same thing and we create a huge piece together. I've found that stepping up and making everyone do their parts by the deadline through commutation has often helped because a lot of the people I team up with would rather just work on what they needed to then step up more so they could concentrate on their work.

Behavioral scientists Kenneth Thomas and Ralph Kilmann, who developed the Thomas-Kilmann Conflict Mode Instrument, have identified five styles to responding to conflict—competition, collaboration, compromise,

Separate assessments of my conflict style reveal that I have become primarily attuned with the integrating style of conflict management, which came as no surprise to me, as I found the results of the assessments to be accurate. However, the assessments also showed that I was nearly equal in the compromising style, leading them to be a near tie. I would be the first to admit that his has not always been the case. It has taken a fair amount of life experience and focused effort in order to move away from the predominate style of compromise

I find that my desire to avoid can put off the wrong vibe to those under my care. The last thing I want people to think of me when it comes to conflict is that I attempt to avoid it at all cost. That can be casted in a negative light. The greatest room for improvement for me in this area is using this style more out of habit than using it when necessary. Since I scored high, there is a good chance I am overusing this style. I have to be more intentional in how I deal with conflict. Though I tend to see conflict as a disruption in the flow and the work at hand and in my opinion it causes unnecessary stress so I only attempt to address it when it is unavoidable. This can hurt my leadership position in a lot of cases and I must learn to use it

Throughout this semester, we have learned a great deal about conflict styles in which we may encounter in our lives. Surely everyone has experienced conflict, but not everyone handles the situation the same way. This paper is an assessment on how I have dealt with and learned my own ways of dealing with conflict throughout my life, as well as how others close to me have dealt with conflicting situations with me. Created by William W. Wilmot, I was able to utilize these assessments in ways I have never been able to statistically see how conflict is handled in my inner circle of friends or family.

a. Take the MODI-Self Management of Differences Inventory (found in the reading). Which of the nine conflict management approaches did you score highest? Do you feel this is accurate? Which of the nine approaches do you think is the best approach to manage conflict? My highest score was a 17 in collaborate approach to conflict management. I do feel this is accurate. I grew up with 3 sisters and being a middle child, I always had to learn to work together or I would be the odd man out. In my professional life I feel collaboration is the key to success in all areas of problem solving, especially when it comes to programming and saving money. In most circumstances, I would say that collaborate would be the best approach to manage conflict, but depending on who the conflict is with it may just need to coexist and that is to agree to just disagree. However, anytime you can collaborate it’s always the best for the overall job.

The five strategies for managing conflict management are competing, avoiding, compromising, collaborating, and accommodating. Competing is a method that acts only in favor of your point in the argument. This style does not seek any cooperation with the other individual involved and the only focus is for your side of the argument to be the winning side. This approach can be selfish as it does not take the other individuals intentions, views, or feelings on the conflict into consideration.

Conflict is actually more beneficial to our lives then we think because it allows us to think critically and be productive in ways we are not used to. It builds a stronger foundation in working in team dynamics and helps improve the process in working in teams. Surprisingly I felt like working together was the easy part for the most part, even though we had some challenging moments, and the difficulty was in fact actually coming up with a scenario that incorporated all of our fields. We brainstormed various scenarios and finally came up with one that involved all of the disciplines. Then each of the disciplines shared how they would handle the situation, and in fact some members of the group were surprised by the different measures they would

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

Out of the five conflict-handling styles my strongest style is avoiding. Now I wouldn’t consider this to be a good thing or the most productive way to handle conflicts, but in a lot of cases I personally have found myself avoiding conflict as much as possible because I am not a confrontational person. Though, I have learned that by avoiding the conflict occasionally it only makes the situation worse because it can be perceived as being passive aggressive. Although that is not my intentions I am just trying to avoid the encounter to prevent any other conflicts that may come about if confront the situation. Therefore, I am trying another tactic that will bring a more positive outcome to the uneasy situation, which is by integrating the conflict.

After taking the conflict quiz, my scores were almost equally distributed over all five conflict styles. However, the one that got the most points was competing with high 8 scores, following collaborating and compromising 6 and 6, the avoiding and accommodating 5 and 5. According to Beebe and Motte, competitor is “someone who manages conflict by being assertive and pushing ideas and solutions on others.”

My profile provides a clear guide on how I deal with conflicts. In fact, I can be able to say that it is pretty accurate because it shows the different ways that I respond to conflicts in the workplace. As much as I might have the right information, when it comes to presenting the information or my thoughts on the matter, I tend to be more compromising. I would not like to be dominant in the conversation. Rather, I prefer to listen to what the other person has to say, as their option might be better than mine. However, when I am sure that my option is the best way forward, I tend to be more competitive. One of the negative effects of being so competitive in the workplace is that people might stop interacting with you or involve you in their

There is no one best way to deal with conflict. It depends on the current situation. Some of the major ways that people deal with conflict is that they avoid it. Pretending that conflict is not there can usually harm a situation. Use this when it simply is not worth the effort to argue. Usually this approach tends to worsen the conflict over time. Avoiding is

As a manager - Be aware of your underlying conflict-handling style - Be judicious in selecting the conflicts that you want to handle - Not every conflict is worth your time and effort to resolve. While avoidance might appear to be a ‘cop-out’, it can sometimes be the most appropriate response. You can improve your overall management effectiveness, and your conflict-management skills in particular by avoiding trivial conflicts. Choose your battles judiciously, saving your efforts for the ones that count. - Evaluate the conflict players