Self Management Of Differences Inventory

After doing activity 13.2 in the text book, I discovered that I favored both collaborating and compromising conflict management styles. This was surprising because I figured that I would use the accommodating style the most. One situation where I used the compromising style at work was during a period when the production department wanted increased quality checks done on a troublesome engine part. The 2nd shift production supervisor and I sat down in a

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

This activity will help you determine your natural style for dealing with conflict. It is useful to assess your predominant conflict management style(s) because we all tend to prefer one or two of the styles and at times may apply them inappropriately.

Describe a situation of conflict at your current (or previous) employer.  Using at least three steps from the reading, explain how it could have been resolved more

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 completed Thomas-Kilmann questionnaire in class of Managerial Communication as a part of activity. This questionnaire helped me to recognize my conflict management style which is “Collaborating” as I chose collaborating approach to answer most of the questions that is 9 out of 30. This means I want to solve the conflict or problem rather than ignoring it. I chose competing method only for 3 question. I think, I need to start take stand for the things I believe correct because otherwise it will become really difficult for me to survive in work place where everyone have to compete

There are different conflict management styles, the dictatorial style, which insists that things are addressed their way and the low self -esteem style, which just allows others to have it their way. It is up to the individual to decide which way works for them. Additionally, the abdicator handles conflict by bowing out or walking away. This method is unhealthy because it robs the offended growth opportunity, which results from working through issues (Pegues, 2009, p.49). Another style is the collaborator, which often involves cooperation and pulling together to reach a common purpose and are emotionally balanced.

Personal experience regarding organizational conflict as a result of leadership will act as the example for this paper. As mentioned in the previous paragraph, workplace conflict as a result of leadership tends to occur when new staff, or staff persons in new more authoritative positions, use management styles different from their predecessors. For my example, a new property manager was hired at a building where I served in management for a different, though interrelated department.

Explain conflict management techniques that may be used to resolve team conflicts (Planned: 00, Completed: 0)

In team settings, individual team members generally handle conflict in five key ways as identified in an adaptation of the Thomas-Kilman Conflict Inventory (1976): Avoidance, Accommodation, Competition, Compromise, and Collaboration. All five conflict styles can be both beneficial and/or costly to individual and team success. It can also be argued that all five conflict styles may be useful to resolve conflicts under certain circumstances. Please review the five conflict styles listed below:

1. Take a moment to think about how you generally describe conflict. Complete the following sentences and expand each response to at least one paragraph:

1a. Who was involved in the conflict? What was the relationship between the participants prior to the conflict? Did it appear as if the relationship between the participants had any impact on how either person responded to the conflict?

Respecting other’s opinions and differences is another way to increase collaboration. Furthermore, since both have suggested that they have experienced resistance from others, it would be helpful to follow appropriate problem-solving strategies such as identifying the problem, finding appropriate solutions, implementing agreed upon strategies, and following up on those strategies to help alleviate conflict (Dettmer, Knackendoffel, & Thurston, 2013, pp.

2. Explain the cause of the conflict and discuss whether it was resolved. The conflict was the result of a few clear things that the two employees didn’t see or notice either.

Do you agree with the approaches suggested by authors for the three types of conflicts – interpersonal-based, task-based and process-based?