Personal Conflict-Handling Assessment

Conflict can be fixed and dealt with accordingly, regardless of the level of seriousness. Miranda and Bostrom (1993) claim that if a group makes sure each person has a particular task assigned, each member will then participate. They continue by stating that when open communication exists between team members, conflict can be resolved. The authors further state that conflict is inevitable. As long as conflict is dealt with quickly and sharing problems is important, it can be fixed. Making sure that the aforementioned strategies are put into place will allow conflict to be resolved. “Conflict is often inevitable because each of us has an innate preference regarding structure in solving problems” (Falcioni, 2007, para.5). However, if a team approaches this issue with the proper mind

Conflict is defined as “a struggle or contest between people with opposing needs, ideas, beliefs, values or goals” (Popovic and Hocenski, 2009, p. 15). As a manager or leader, you take on the responsibility as a problem solver. Thus, knowing how to resolve a conflict that respect each individual that is involved shows the ability to deal with conflict. Conflict management styles is being able to manage conflict in a functional manner (Satterlee, 2013).   According to Satterlee (2013) the following are a few conflict management styles:

Conflict is inevitable in life and in the workplace, but conflict can be positive or negative. Disputes can arise due to personality conflicts, misunderstandings, difference in opinions, lifestyles, values, and beliefs. Having any understanding that conflicts do arise and how to approach such issues is vital to the success of any team and organization. Thomas and Kilmann have identified five conflict handling modes within a two-dimensional taxonomy (Borkowski, 2016). According to Borkowski (2016), the two dimensions of the taxonomy are assertiveness and cooperativeness, and the five conflict handling modes include (1) competition, (2) avoidance, (3) compromise, (4) accommodation, and (5) collaboration (p. 315).

After completing the organization encounter, I handle conflict by compromising and collaborating. My conflicting handling style is about compromising. Compromising sometimes means agree to disagree. By compromising I am choosing to be means be assertive and cooperative. Compromising is the most common technique for resolving conflict between groups. I understand that compromise means me giving up something or trading some of my needs in order to reach an agreement. I see compromising as a win/win in most situations and collaborating is a matter of making both parties sides happy. I know that I cannot always have things done by way. So in order to resolve issues and conflict, I chose to compromise. I think everyone has something to bring

Conflict is when two or more people do not agree (Schermerhorn, 2014, p. 384). There are five conflict management styles, including avoidance, accommodation, competition, compromise, and collaboration. Avoidance denies that there is a conflict problem. They do not chose a side to agree with, as they stay neutral between both parties (Schermerhorn, 2014, p. 386). The conflict management style, accommodation, lowers the problem and seeks an agreement for the people involved (Schermerhorn, 2014, p. 387). The competition style only takes into consideration one side of the disagreement and disregards the other people involved (Schermerhorn, 2014, p. 386). The compromise management style, understands both sides of the situation, and comes to an agreement that all people approve on. Although, everyone involved will lose something to gain another (Schermerhorn, 2014, pp. 386-387). During the collaborative approach one party gives the other party their understanding of the situation and some possible solutions (Collaborative approach to problem solving, 2017). Each party should listen and ask questions throughout the presentation until every person has spoken. (Collaborative approach to problem solving, 2017). One person should not be singled out and solely blamed for the problem. Finally, everyone comes to an agreement of a solution that will work the best to fix their conflict (Collaborative approach to problem solving, 2017).

Conflict management are types of strategies to help people through arguments with anyone. This has affected my life by helping me getting through arguments with my friends, family or really anyone who I come in conflict with. The one technique, AMPP, has helped me a lot because sometimes me and my friends argue and they do not tell me what I did wrong, so I use that technique to help us resolve our problem.

1. When I took the Conflict-Handling Style self-assessment, I realized that my primary and backup conflict-handling styles are Compromising and Accommodating. I was not surprised by these results, since I usually try to come to a compromise in all conflict situations. I am generally able to do this by accommodating others’ interests as well as staying true to my own. I thought I score highly in the Collaborating style as well, which came in third place on my assessment. It seems as though the Collaborating style is a combination of the Compromising and Accommodating styles, yet it is more of a lengthy process.

Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).

We deal with conflict on a daily basis, whether it is in our personal lives or professionally. Learning how we, as individuals, best approach conflict resolution will allow us to become better mediators in managerial positions. Also, taking into consideration the different types of conflict resolution styles will help us learn what those individual needs are and gain a better understanding of where the perspective their concerns come from. Managing conflict styles, understanding why conflict occurred, how to move forward, how conflict is perceived, coping with conflict and communication are extremely important in understanding the journey to a positive outcome where conflict is concerned.

The second area of training is conflict management. Conflict management research has distinguished four different ways of managing conflict (contending, conceding, avoiding, collaborating), but in reality there is an infinite number of ways that individuals may manage them. Research has shown that at high tension levels, people are less likely to process and evaluate information (Beersma, Carsten & De Dreu, 2005). Given this data, while it is not feasible for the organization to embark on a mission to educate employees in the theory of conflict management or try to alter each individual's response to conflict, this is an issue that managers and leaders of the team should be aware of and able to competently handle. Once again, there is a myriad of basic training material and tools available at easy disposal of the Human Resource Department. In addition, the majority of the training materials used for employees regarding communication and

Over the years, three different views on conflict have been proposed. The earliest approaches to conflict assumed that all conflict was bad and should be avoided; this was called the Traditional View. The second view, namely the Human Relations View, saw conflict as a natural occurrence, and that it was inevitable in any group, therefore it should be accepted. The third, and most recent view of conflict, it the Interactionist View, which states that conflict is an absolute necessity for a group to perform effectively. The interactionist view divides conflict into two categories, functional and dysfunctional. Functional conflicts support the goals of the group and improve its performance. These are usually task or process conflicts. Dysfunctional conflicts, however, hinder the group’s

Conflict cannot be eliminated from the workplace therefore learning appropriate conflict-handling skills is important. It is imperative nurses learn how to effectively handle conflict in the work environment (Morrison, 2008). According to the Conflict Resolution Questionnaire Analysis, my style of conflict resolution is Collaborating. I believe that working together will get better results than working alone, a win/win situation. I can express assertiveness, cooperation and welcome differences of opinions. I will listen to the opinion of others and will give you mine as well.

In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and

Thomas-Kilmann defines "Conflict Situations" as those in which the concerns of two people appear to be incompatible. In these situations, Kilmann describes a person's behavior along two basic dimensions: assertiveness - the extent to which the individual attempts to satisfy his or her own concerns, and cooperativeness - the extent to which the individual attempts to satisfy the other person’s concerns. It is important to remember that there are many strategies available in conflict situations. In order to better understand this new Competitive-Collaboration hybridization, a detailed look at what previous scholars such as Dr. Thomas Kenneth, Ralph Kilmann, and Ron Kraybill have written about the five basic negotiation styles is necessary.

In this model, there are five general approaches. integrating, obliging, dominating, avoiding, and compromising.All these approaches when combined and used efficiently result in a successful negotiating process. There are some other models like Khun and Poole’s model and DeChurch and Mark’s Meta-Taxonomy devised for conflict management.[2]