The Theory Of The Johari Window Model

In the example below you will see how no:2 above in effect. During a skills exercise on the Johari window, another student, stated that they saw me as confident, this would come under the blind aspect of johari window, as I was unaware of this, what they didn’t know= the hidden aspect, is how much of an effort I had to make to be inclusive in the class and to come across as confident. At times I have found active listening draining as it draws on my mental, visual, physical and emotional resources, one way that I have dealt with this is by making sure that I am emotionally in the right place& have appropriate time to accommodate the helpee.

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.

Hocker, J. and Wilmot, W. (2014). Interpersonal conflict (9thed). New York, NY: McGraw-Hill Companies, Inc.

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

The pillow method in interpersonal communication is a situation that has four sides to it and to the approaches that can be given to that particular situation. Here, there is no single definite correct answer, but each of the four views that can be given, as will be discussed herein, is correct. The four approaches are normally I'm Right, You are Wrong, then You are Right, I'm Wrong, then Both Right, Both Wrong and finally It Isn't Important Which Position is Right or Wrong. This indicates the complexity behind interpersonal communication and how a simple conflict in communication or situation can take widely varied angles.

In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress.

The Thomas-Kilmann Conflict Mode Instrument (TKI) was originally developed by Kenneth W. Thomas and Ralph H. Kilmann in 1974 (Kilmann, 2013). The TKI assesses a person’s behavior when they are confronted with a conflict situation. For their work Thomas & Kilmann define conflict as any situation when the concerns of two people appear to be incompatible (Thomas & Kilmann, 1974). According to the TKI when a person is in a conflict situation their behavior will go along two dimensions. The first dimension, on the y axis, is assertiveness, a person’s attempt to

W. Johnson and T. Johnson informs, “The first is that by teaching students the skills, competencies, conceptual understandings, attitudes, and values necessary to resolve conflicts constructively, a safe and productive learning climate will be created.” Once students have mastered the competencies and attitudes they need to resolve conflicts, they will then have to face their own conflicts rather than avoid them. Through this process there will be both immediate and long-term goals.

On a crisp autumn day in 2016, while hidden away from the cares of my daily routine in my family room, I was called upon to elaborate on an important aspect of my life. It took some time for consideration to determine how to best portray a journey I have taken in managing conflict, as I am not a young woman. Decades filled with the blessings of being the mother of disabled children, years lived as a single parent, as well as the process of maturation, tempered by the fires of adversity, have molded me into who I am today. As I reflected, I wondered if would I know how to deal with conflict as I do now without the life experiences I have had? Certainly not! The following paragraphs will describe my primary conflict style and why I use it, how I have changed constructively in this area, how the other four styles of conflict management may serve me, and where I hope to arrive as I continue to make my way along the journey of my life.

In Interpersonal Conflict, Wilmot and Hocker reference Rahim’s (2011) model of five different conflict styles: obliging, avoiding,

Jan and Ken’s conversation was in a win-lose orientation to conflict. However, their conversation can be moved to a win-win orientation. To do this, they must first identify their feelings, needs, or desires (Wood, 2012). Next would be to find out what the needs, wants, or desires of the person you are conversing with (Wood, 2012). Lastly, is to use words that promote cooperation and respect (Wood,

Communication in conflict can be both constructive and destructive. Those who communicate constructively, or productively, emphasize both themselves and

Confrontation: Confrontation is used to challenge the client’s behaviors, thoughts, and actions. It can be used the challenge a client’s views on a specific situation or a self- behavior. This results in the client being more self-aware.

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

There are four distinct conflict styles which are the levels of assertiveness and cooperativeness that are employed by a person in a conflict situation. Everyone has their own individual conflict style; my own style tends to be accommodating. This means that I am not very assertive and I am very good at cooperating with those I am in conflict with. In this essay I will examine each conflict style and my own choice of style and why I tend to default to this style. I will also examine whether or not my choice of the accommodating style is the best approach to resolving conflict, and discuss the advantages of learning to use each of the styles in specific situations.