Solving Conflict Styles Paper

3. 4/4 I usually try to “split the difference” in order to resolve an issue.

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,

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.

Some of the pros of having the religious status around the capitol building would be expressing the religious diversity within the state. It would also be a moral compass for the legislatures. Lastly, it would show that all religions are equal in the eyes of that state. Some of the cons would be two statuses with contradicting religions, like Christianity and Satanism, could end up right beside each other and cause an up roar among the people. Plus, there would never be an end to all the statues that need to be made because there are just too many religions. Finally, the Constitution states to keep religion away from state affairs, so the statues may violate those amendments. If I had to decide a how to resolve the conflict, I would remove the statue of Jesus and try to keep religion away from the government. The other possible solution would to provide statues for every religion.

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

The collaborative style that is described does not reflect my management skills. The competing style reflects authoritarian approach and that is closely aligned to my management approach. According to the conflict management assessment, the competing styles, is goal oriented and quick. In a management style occupation, you have to be authoritative in order to manage properly. In the collaborating style, an individual has to meet both ways and both get what they want, and this does not reflect my approach. Often my approach breeds hostility and many times conflict arises in the workplace. Therefore, the competing style approach align properly with my style, rather than collaborating.

According to the result of Dutch test for conflict handling, I have strong preference for all of the conflict handling styles except for forcing. In short, it means I am not that kind of person that will try to win the conflict at the other's expense, I more

Over all the styles though you should always try to collaborate; collaboration encourages creativity, leads to greater commitment to decision, and improves relationships among team members (Pruitt, 1986). At all times try avoid using the avoidance method to solving conflict because in the end the problem will never be solved, but if you have to sometime problems should be avoided if not worth trying to solve.

1. Concept: Conflict strategies are defined by two separate means: whether something is competitive/ nasty in nature or cooperative/ nice in nature and whether it is directly confronted or avoided indirectly. This creates four categories that that accurately describes how the conflict was handled as either direct fighting, indirect fighting, negotiation, or no-confrontation. The specific topic that will be discussed is Indirect Fighting in which the situation is avoided but in a competitive manner which conveys displeasure with the situation.

As nurses, it is imperative that we have skills to deal with conflict we encounter throughout the day. Some conflicts are easily handled with simple solutions; other disagreements can persist for weeks or even months and never be handled in a proper way to resolve the situation. The later kind of situation can create resentment, anger, and animosity between employees or colleagues. In this paper I will describe a conflict situation with resolution strategies used by the confronter, discuss other ways to resolve the conflict, and discuss the conflict theory most beneficial to use with a diverse group of people.

I learned a long time ago that most everything you try to do to make certain individuals seem reasonable NEVER make them completely reasonable. Normal individuals have seen conflict similar to mine and will say why do you think like this and end up getting lost in what was the situation. I can tell these individuals over and over but they just don’t get it.They would have to see the situation to truly get it. The conflicts I have endured would make even the strongest strong minded individuals tune into weak minded individuals that would chose to terminate their own life? More than likely those individuals conflicts are little to nothing to the conflicts I’ve been though.

style in order to maintain a positive relationship with all of the students and to actively discuss issues that arise in the classroom. The third style, compromising style, is similar to that of the collaboration style and can be used in non-emergency daily conflicts. The main focus in the compromising style strategy is to ensure that all parties are satisfied (Pollan, 2012). The fourth style accommodates to one party to meet their needs leaving the other party involved less satisfied (Pollan, 2012). The last style of conflict resolution is avoiding style where conflict is completely avoided altogether (Pollan, 2012). The last two styles of conflict resolution are not ideal for classroom situations because some students may not be satisfied

Every company, including police agencies can have conflicts that need to be addressed by the leaders of the organization. A number of conflicts begin as something very miniscule and grow over time to destroy the motivation and confidence of a law enforcement agency before it is even able to be addressed. Some conflicts are not even made aware to the leadership positions until it has grown out of control and has the employees worked up, and demanding to what is happening. Several leaders have fears regarding conflict, rather than seeing it as a potential way to create changes to a policy that is not working in the current environment. Managing conflict is an element of being a strong leader in an organization and helps inspire the employees to be more productive and engaged in their jobs. As a leader, they have to be engaged in all aspects of their organization and at a minimum, have basic conflict management skills. Once the organization puts together individuals with values, needs, and interests that are the same or truly completely different, an issue can and most likely will arise due to basic human nature. A strong management team then must be able to work together and fix the problem while not losing anything in production.

52). This common belief among users of this style drives them to search for answers using all of the tools at the team’s disposal. The different dynamics of the team become assets. They see the differences that distinguish the members of the team as points of view are respected and viewed objectively. Differences like a male versus a female’s perspective, race, culture, and even social or economic status are viewpoints that give all in the team a bigger picture of the different issues they may need to consider when coming to a conclusion about how best to achieve their goal. Though this style is thought of as the best route for teams to use, it is also one of the most difficult. Even a person who has a natural talent or personality that promotes this style of conflict management has to practice to be effective using this style in a team setting. A person cannot be judgmental and must be sure not to take anything said personally. This is something that most if not all of the team members must have an awareness of. All team members have to feel comfortable with the results and with what was given up from their own personal point of view to arrive at the team’s decision. This style is also very demanding so it requires a good amount of patience. Depending on how quick a decision is needed it is not always possible for a team to achieve and some in the team may not believe that their best interests were achieved.

Co-operative, Unassertive is good strategy to resolve the conflict of personal difference. It is must be having the needs and requests of others depending on the needs and special requests. Must maintain friendly relations at times depending on the needs of the person and this leads to low self-esteem and others and take advantage of them. Conflict happens due to personal differences is difficult for the individual to solve. Importance of maintaining personal relationships is a good worker than any other factor. Most useful when the issue is not important to the one accommodating and it must be solved quickly.