Types of Conflict in Communication

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

Other Key issues of interprofessional working include: power, poor communication, conflict, team work and ethical issues. When issues like this arise in a healthcare setting, it affects the effectiveness of interprofessional working and quality of care that is provided. Loxley refers to conflict as being interwoven with interprofesssional cooperation and considers this to be a combination of social and professional difference. Social difference can relate to age, gender, pay, ethnicity and status differentials. Conflict evokes an emotional response which could be expressed in various ways such as verbal and none verbal behaviours, for example, blaming people, taking people for granted because of their quiet nature, glaring or slouching position ( Drinka and Clark 2005). This kind of respond can be unproductive and those involved should avoid reacting emotionally and try to react rationally. Dealing with conflict and the process of trying to reach shared decisions is likely to involve a degree of discomfort and in order for individuals in this situation to protect themselves from

Conflict is a fundamental part of life. In healthcare systems, where it is imperative to work in interdisciplinary teams in order to deliver quality patient care, it is inherent there will be conflict. Different members of an interdisciplinary team will bring various sets of morals, ideals and opinions, which ultimately will result in the overall team having a hard time working together. A lack of proper leadership, stress among team members and interpersonal relationships all contribute to issues within integrative healthcare teams. When not effectively resolved, conflict within healthcare teams has been linked to adverse consequences: issues among team members affect the quality of care delivered to patients. Positive conflict management is essential to building a cohesive care environment in which patients can thrive.

Conflict has been an issue for man since the dawn of civilization. In today’s fast paced world conflict, especially in the workplace, is a frequent occurrence. When that workplace is a health care environment where lives are at stake, emotions run high and collaboration with many different disciplines is required conflict often becomes a prevalent part of everyday life. Conflicts in the workplace can lead to reduced morale, lowered productivity resulting in decreased patient care and can cause large scale confrontations (Whitworth 2008). In the field of nursing whether a conflict is with a peer, supervisor, physician, or a patient and their family, conflict management is a necessary skill.

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:

Organizational behavior plays a vital role in the success of an institution. It is essential for a leader to be knowledgeable on organizational behavior and how to manage conflict. Often times, conflict arises from the absence of or poor communication. Social media has become one of the leading means of communication.

This same occurrence can happen between male and female management personnel that can’t seem to see eye to eye and have issues that lead to conflict. According to (Conflict Management Modes and Leadership Styles) “most individual characteristics have an impact on the instruments analyzed, for example: younger managers are more task-oriented, while older managers are typically relationship- oriented and avoid conflicts, women are more collaborative and avoid conflicts less and men tend to use the accommodating mode more than women. “Rather surprisingly, according to our survey, women appear to be more

I feel Comm 3010: Communication and Conflict would be beneficial to my career because it would help prepare me for any arguments I may encounter. I plan to work in the medical field so I will constantly be surrounded by numerous people day in and day out. Learning communication strategies will help me reason better with my colleagues and my superiors. Comm 4004: Intercultural Communication will provide me with a better understanding of how to communicate with people from different countries. I noticed this class said special attention given to Health Care which is perfect because that is right in my field. I may have foreign colleagues and chances are, I will more than likely have foreign patients, and this class will help me better communicate

In this paper, I will demonstrate the types of interpersonal conflict styles and ways of managing these communication conflicts. This will entail with a focus on characters in a film, and analyzing how these characters managed during this time of communication conflict. By focusing on characters and determining their conflict styles, ways of communication, and how the conflict resolved, always a way to study how the type of communication style can make an impact in everyday life.

Nor can effective use of power be reduced to wise control of our personal powers, though that may be a good start.  Social power, including our own, is concentrated, channelled, and distributed by the culture and structure of our families, communities, organizations, countries, etc.  Personal power is limited or extended by such cultures and structures.

The five antecedents of conflict are the “overlapping or unclear job boundaries, inadequate communication, unreasonable or unclear policies standards or rules, unreasonable deadlines or extreme time pressure, and competition for limited resources” (Kinicki A. Kreitner R.2008 p. 277).

The third form of Conflict management is Accommodation. When the task at hand is more important than the conflict that has arisen and when relationships may be damaged putting the entire project in jeopardy. With this method a team member may minimize the conflict in order to protect the relationship and ultimately the project. Some of the negative aspects in using this

Conflict in the workplace causes a decrease in the quality of care. Conflict creates chaos and a higher risk of poor patient care. Additionally low moral equals poor quality of care. As Sullivan stated, disruptive conflict does not follow any set of rules, and parties involved engages in activities to beat their opponent which causes angry, fear, and stress (2012).

As we grow up, we are socialized into the proper norms to be successful in society. The socialization process starts right from birth. Babies observe and try to mimic their parents and eventually their siblings or peers. Conflict is a part of life that children need to use to develop skills on resolving disagreements; conflict is not always bad. Peer conflict, however, can lead to aggressive behavior because of significant emotional and physical harm. Many youth lack the social skills needed to handle their aggravation.

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.).