Small Group Interaction Process: A Case Study

Conflict is inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We

Conflicts can happen in everyday life with people and in organizations. Conflicts need to be handled so that the situation does not escalate further. Most people look at conflicts as a bad situation, but not all conflicts are bad, some are good, especially when discussing an idea within a group. In an organization there are times when a conflict may need to happen for an issue to be resolved, but when this happens the people involved need to look at if this conflict is really necessary to resolve the issue. How to address conflicts in a group and how a manager can bring up the conflict without making them worse is what will be discussed next.

Conflict theory sees societies comprised of groups with conflicting values and interests. (Vold et al. 1998)

For the purposes of this assignment I will be discussing a group of which I am a part of in my place of employment. In my career as an employee of the State of California working for the Department of Transportation—CalTtrans, I am involved with district-wide accident prevention committee. This committee referred to as the DAPC, is comprised

Conflict is something that is constant in all relationships as well as in the work environment. People will always have different ideas, personalities, cultures and behaviors that will cause a conflict to arise. As a Christian leader in a management position it is very important to realize the different types of conflicts as well as how to ensure they are properly handled. If they are handled correctly, then a positive learning experience will occur. However, if the conflict is mishandled, the entire organization could suffer, leading to a destructive atmosphere in which to work (Thomas, 1992). This paper will discuss two theories of conflict management and describe how Christian leaders can utilize them to their advantage.

Conflict management also plays an important role in our personal lives. Tussles and fights spoil relationships and only increase our list of enemies. Everyone needs friends who will stand by us when we need them. Conflict must be avoided at homes as it spoils the ambience and spreads negativity. Individuals tend to disrespect others as a result of conflicts. Conflict management prevents fall out between family members, friends, relatives and makes life peaceful and stress free. Blame game never helps anyone, instead it makes life miserable. No idea can ever be implemented if the individuals fight among themselves.

“The Nature of Conflict: When team members have a common goal and feel accountable to each other, conflict can safely be used to see and understand varying points of view”.

     What does conflict resolution mean to me? Conflict resolution is when an impartial or neutral person puts a plan into action to resolve and settle issues within an organization or a team. In the business world today a great amount of focus is being placed on employees working as team unit to increase new ideas, distribute more job responsibilities among a larger group, and most important create a unified front and camaraderie. Along with advantages there are always disadvantages, wherever there are teams, there is a chance for conflict. Conflict is almost a guarantee. As long as team members possess the ability to think independently, there will always be a difference of opinion. Conflict

Conflict can be constructive. If managed well it promotes change and adaptation, awareness of self and others. It can strengthen relationships and heighten morale. If managed poorly however, conflict can be destructive. Its ability to hurt individuals and damage relationships is what affects us most because, despite our effort to tell ourselves not to, we take it personally.

Conflict that naturally occurs within every organization, while there is no way to completely end conflict you can learn to manage it. Conflict is very tricky, it is on most cases a necessary evil, conflict coexists with order and coordination in an organization (Liu & Inlow & Feng, 2014). However, the more you know about conflict, such as, the different types or why it occurs, the better prepared you become once you are presented with conflict.

Managing conflict is something that as individuals we experience on a daily basis. Conflict may be in work, school, home, and even within ourselves. What I think individuals have trouble with and do not understand is how to deal with conflict in an effective way or to avoid conflict. I have always believed that not everything are meant to tangle over sometimes to avoid issues it is best to go with the flow as long as it is not a life-threatening situation. Most of the time individuals think differently, act differently, and want different things in life and in an organization. When these differences come about it is important to have a strong leader who can determine what is more important

Conflict is concerned with difference. If we were all the same, then there would be little or no conflict. However, thankfully we are not all the same, and so part of the price that we pay for the richness of diversity is that conflicts will arise at certain times. Conflict can be seen to arise from the incompatibility of aims between individuals and/or groups - that is, what I am trying to achieve and what you are trying to achieve. If they are significantly different, they can lead us into conflict. Two main problems can arise there. First, we may feel uneasy about the conflict and the tensions that it raises, and therefore try to pretend it is not there, to fudge the issue or brush it under the carpet. This can lead to significant problems in so far as the situation may be allowed to fester and go on for a much longer period than is necessary if we are not prepared to deal with it and move on. Second, we may cause problems by dealing with the conflict in a way which escalates the tensions between us. For example, rather than deal with any conflicts between us constructively and amicably, we may use the opportunity to attack one another, thereby leading to unnecessary additional problems. These, then, are the two main (but not only) problems associated with conflict: fudging and escalation.

Conflict is a fact of life and it is not necessary a bad situation. A relationship with frequent conflict may be healthier than one with no conflict. Conflict occurs at all level of interaction at work, amongst friends, within family and between relationship partners. When conflict occurs, the relationship may be weakened or strengthened although conflict is a critical event in the course of a relationship.

Conflict is a natural phenomenon that occurs at all levels and in all types of relationships. We get into conflicts, whether at home or at work, when our interests and needs are not met or when our opinions or values are challenged. Conflict resolution is a peaceful and satisfactory concept to end or reduce conflicts without destruction. Taking everyone’s needs into consideration, it can prove to be very difficult for people in conflict to find positive ways towards a solution that will satisfy everyone involved. An element I believe is vital in conflict is empathy. If an individual is willing to use empathy to guide their approach when engaged in conflict, they will discover mutually beneficial outcomes. Empathy drives motivation and fosters effective problem solving. Conflicts cannot always be avoided. I do not believe they should be. People and conflicts come into our lives to test our

Social conflicts- conflicts in which the parties are individuals or an aggregate of individuals- are unavoidable instances of life. What causes social conflicts, however, remains a subject of contention. Scholars across various disciplines have come-up-with different theories to explain the causes of social conflicts. Generally, each theory attempts to look at the causes from a particular perspective or discipline such as economics, sociology, psychology, political science or socio-biology. Nonetheless, conflicts, as complex social phenomena, defy single explanation. They are aggregate results of myriad sets of causes, which transcend beyond the comprehension of one or more theories or perspectives. It is, however, conceded that each theory can help explain a cause or a combination of causes that would contribute towards a comprehensive understanding of social conflicts. This reflection paper aims to critically examine theories on causes of social conflict discussed under James Schellenberg’s book entitled Conflict Resolution: Theory, Research, Practice. These are: individual characteristics theories (Chapter 3), social process theories (Chapter 4) and social structure theories (Chapter 5). First, I will briefly discuss the basic tenets of the theories, which will be followed by critical examination of the theories. Finally, some concluding observations will be drawn from the analysis.