Positive Face Management: Preventive Face Conflicts

hen a conflict arises persevere and come upon the perspective as for where positivity can liquidate any obstacle in your way. Many examples in history prove that having a positive outlook can help the situation such as “The Diary of Anne Frank” and “Dear Miss Breed”. In these two pieces of literature, they show the ability to persevere through conflicts with having a positive attitude moreover, having a perspective on the conflict which bettered the situation. The best way to respond to a conflict is having a positive attitude and persevere through the problem consequently the dispute could escalate and worsen the situation.

Reviewing the nonverbal and verbal cues identified in the last question, what are the roles that these play in the conflict? Do these cues lead to a more positive outcome or negative? How can nonverbal and verbal cues be used to lead to a more productive conflict resolution?

Thank you for sharing your on-site issue. I am expressive with my facial expressions quite often and until your post, I am not sure if I viewed this as a major problem. You are spot on with being concerned with. Anyone that has been on the received end of a disapproving facial expression understands how it can sting. I was thinking about how Thelma from Love’s Executioner and she would have reacted to Dr. Yalom (1989) if he lost that poker face. There were times we can infer that he might have let his face communicate a judgement and it impacted the session. Navarro (2011) states, “...there are over 215 behaviors associated with psychological discomfort and most of those are not in the face (para.14).” Yikes!!! I would

After realizing the issue, I understood the need for some form of conflict resolution (C #22). This colleague’s values, beliefs and assumptions were quite different from my own; as a result, our interactions were at times difficult, and conflict would result (C #65). We spoke at length and came to a mutual understanding regarding the need for professionalism and a smooth working relationship (C #11, #46). Later in my career, I had the opportunity to lead a conflict resolution workshop, and help teach others in the workplace how to manage and resolve conflicts when they arose. The approach to conflict resolution must depend on both the individuals involved, as well as the particular issue at the centre of the conflict (C #59). In my work with others, I adopted the transformational style of leadership to inspire others and ensure they had the confidence and understanding needed to better manage their conflicts (C #13). I felt that this was appropriate because many of the other nurses did not understand the need for the workshop at the onset of our meetings; adopting an approach that could inspire them through my communication of a clear vision was the best way to ensure I could successfully lead them and help facilitate our mutual learning (C #25, #48). Throughout this process, I continuously evaluated my choice of

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

Executives are the top leaders in their companies. An executive is someone who has the power to put plans, actions, or laws into effect. An executive is usually a person with senior managerial responsibility. Executive compensation has core and employee benefits. An executive compensation emphasizes long-term or deferred rewards.

Although sometimes useful to break from the conflict to cool off, it tends to be destructive. As a forceful way to avoid conflict, it is active

How many interpersonal conflicts have you been in today, this week, or even this month? Do you even know which conflict styles you normally use when faced with a disagreement? Furthermore, this analysis shall reflect on my particular conflict styles, with an in-depth look at possible benefits of knowing the conflict styles I tend to incorporate, and how behaviors change based on a relationship and the environment.

Although all of the approaches have their time and place, you need to ask yourself the basic question, "Is my preferred conflict handling style the very best I can use to resolve this conflict or solve this problem?"

I am very careful with facial expressions because I want to create a friendly and harmonious environment around me. When I've been around other people, I've never tried to show faces expressing inattention, anxiety, anger, mockery, and laziness. Since I want people to take my ideas seriously, I always try to use facial expressions that show positivity, motivation, happiness, and energy. When I participate in online teamwork, people may not see my facial expressions, but they can perceive my desire to make things right, and the respectful attitude that I

Make America great again! As Donald Trump’s slogan goes on to say; but what does it mean to make America great again? Does it mean we need to deport all the immigrants back to their country? Seems like Donald Trump has an idea about what can be done to improve our country. Trump has to be the most controversial presidential candidate running in the 2016 election, and his opinion about the immigration policy is his most talked about issue that continues to be involved in his campaign. Throughout the presidential campaign, Donald Trump has been the center of attention when it comes to the topic of immigration. The media has clamped onto the talk of Trump wanting to build a wall between the U.S and Mexico, all while having the immigrants build it. With the use of media, Trump has been able to create a sense of fear that the immigrants bring violence and crime to our country, as well as his intention of wanting to create a whole new system and to create a secure country.

As I mentioned earlier, how does one protect his/her public self-image or refrain from embarrassing the other disputant(s) when arguing? One can complete this challenge through facework, which is “specific verbal and nonverbal messages that help to maintain and restore face loss, and to uphold and honor face again” (Griffin, 2009). "Face influences conflict behavior, because, in any conflict situation, conflict parties have to consider protecting self-interest conflict goals and/or honoring or attacking another person's conflict goals. Conflict is an ideal forum for face-threatening and face-saving behaviors”

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.

A person uses certain tactics in order to carry out their overall approach to conflict (Seung, 2014, March 21). I personally use direct denial, topic shifts, and noncommittal questions most frequently in order to avoid conflict with others. Using direct denial explicitly rejects that there is an issue at hand. For example, my roommate plays loud music in her room when she studies and she asked if it bothered me. I lied and said, “No, it isn’t a problem, I can barely hear it in my room, anyway” although it is loud enough to distract me while I’m studying. Using this tactic allowed my roommate to suffer no loss at all while I am still dealing with the issue. Although the use of this tactic avoided a disagreement in our relationship, it did not solve the conflict in the long run because I still have deal with the issue.

Conflict need not be catastrophic or personal conflicts are simply part of being human. Deal with issues as they arise, avoiding conflict makes situations worse. Time does not resolve matters instead it decreases the chance of a positive outcome. Attempt to understand the other person's point of view because dismissing the other's views, assigning blame, and exclusive focus on your own perspective are all counterproductive. Do not judge emotions, no one's feelings are more or less “right” than the other. Emotions reflect a valid perspective of an individual even if you don't understand it; acknowledge the other person's reaction as important. Focus on the behavior, situation or problem area without attacking the person involved. Do not assume your values or beliefs are “right”, they reflect a view of the world from your unique perspective. Respecting another's viewpoint as equally valuable opens an opportunity for learning and growth (Lifetips moving up in life, 2000).