The Conflict Resolution Cycle And Twelve Principles Of New Thinking

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)

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

Wilmot and Hocker defines conflict as being, “an expressive struggle between at least two interdependent people with incompatible goals, scarce resources and interference from achieving a specific goal”. ( ) Conflicts are inevitable, these conflicts can arise in intimate relationships, between parents and children, between siblings, in friendships and in the work place. While conflicts will never cease to exist, they can evolve into very complex creatures, and as "most of us are notoriously inaccurate at describing our own behavior in a conflict"(p. 129). There has become a great need for an assessment model to begin to thoroughly understand all of the elements that play into complexities of conflict. The Hocker-Wilmot Conflict Assessment Guide is so important because it aides us in describing the nature of conflict, this include; its history, precipitating events, the parties ' assumptions about conflict in general, the conflict elements, and past or potential transformations of those elements. Additionally, conflict styles are addressed, as is the perceptions of the opposing view, and the style of the system as a whole. The guide assesses the role of power in the conflict, describing the parties ' attitudes toward power, their areas of dependency and sources of power, their view of the balance of power, any unrecognized sources of power, and whether destructive forms of power balancing are occurring. The assessment should describe the parties ' goals, their

This paper will explain and critique conflict management style. It will describe at least three conflict management styles, which conflict management style do I personally use most frequently and why I do. It will also describe the difficulties I have dealt with others who use different conflict management styles then me. I will discuss the advantages and disadvantages of each conflict management style. Finally I will describe conflict avoidance and its interrelationship with conflict management.

Conflict management involves acquiring skills related to conflict resolution, self awareness about conflict modes, conflict communication skills, and establishing a structure for management of conflict ( “Understading”, n.d.). According to K. Thomas (1992) there are five conflict-handling modes : competing, collaborating, compromising, avoiding, and accommodating. They are classified based on assertiveness and cooperativeness (Thomas, K., 1992). After taking the Conflict Handling Assessment, my preferred conflict-handling mode is compromising which has a moderate assertiveness and moderate cooperation. I want to find a middle ground for the group to agree of the strategies and formulas that are suggested, negotiate to the members of the team to find solution to the problem so that both parties can agree . The value of engaging in conflict with others are important. Understanding conflict and how to handle it will give us choices on how and when to engage in conflict. We learn from our experiences be it personal or professional on how to handle conflict it can either be positive that we can worked with or negative that we avoided and ignored

Naturally, the way people interact with one another is greatly depicted by their overall understanding and teachings from their communities. Additionally, these teachings are essential to understanding the ideologies, beliefs, and lifestyles of people and their choices. The use of Alternative Dispute Resolution and its four forms are foundational tool which help individuals understand one another and resolve their differences. More importantly, the use of ADR exposes and supports the belief that the cultures and societies people live in help determine the ways in which they seek resolution and create a sense of peace in their communities. In the interview entitled, In Theory: An Interview with Mary Parker Follet, Follet explains why conflict

After reading the four most popular theoretical perspectives, I believe that the conflict theory most describes the society we have today. I like the point of the conflict theory about having limited resources and everyone fighting for the top, and once you are at the topic you force social order on the classes below you.

In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).

Conflict is normal…Resolution is not suppression or elimination, it is a process that can channel energy constructively, may define the future, can be negotiated jointly, build better relations/strengthen teams, expand opportunities where there is benefit to all involved.

Dispute is the formal name of dysfunctional conflict, which is viewed as “a kind of conflict manifesting itself in a distinct, justiciable issues” (Brown and Marriot 1999). This view indicates that one more feature of the dispute is its justiciability. Burton (1993) further distinguished the two concepts from a time-scale perspective, who suggested that compared with conflict, dispute which is supposed to be easy to resolve is a kind of short-term disagreement that are embedded in a larger and longer-term conflict. Thus, from this analysis of conflict and dispute, it can be suggested that conflict is inevitable while dispute is needed to be avoided.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

Everyday people in the educational setting are required to work in groups and make decisions that affect everyone. There are very few situations where everyone in a group or team will agree totally, as a result, conflict is inevitable. It is important that we, as Human Resource administrators understand that our schools are comprised of employees representing different cultures, backgrounds, races and religious beliefs. We must ensure that we adopt and practice modes of communication that are conducive to the promotion of great teamwork.

In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes. The good

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).