Week 5 Research Paper: Theorising Disagreement

The pensive boys collaborated to create ways to escape the island. Ralph, the leader of the group, had the idea to start a signal fire. Once this idea was announced to the assembly the boys dashed to the top of the mountain. After setting the fire, it quickly began to spiral out of control. The soon uncontrollable fire spread down one side of the island. The majority of the boys were mesmerized by the unmanageable fire, while piggy, being the intellectual of the group saw the dangers. The rowdy boys were incited by the fire, but soon after Piggy expressed his concerns. An uncontrollable fire can be deadly, it can be difficult to hinder and Piggy realized this. He expressed his thoughts about the threats the fire could cause to all of them.

The confrontation style of conflict management can be seen in higher-performing organizations, but can be found in all situations, professional or personal (Goncalves, et al., 2016). Confrontation is defined as the volatile face to face interaction regarding a particular conflict, usually regarded as aggressive or argumentative. Cahn and Abigail (2014) offer six steps to confrontation that can aid a manager in transitioning through a conflict. These steps include “Preparation: identify your problems/needs/issues, arrange for a time and place to meet and talk, interpersonal confrontation: talk to the other person about your problem, consider your partner’s point of view: listen, empathize, and respond with

Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).

In order to be successful in almost any workplace, it is important to be able to approach conflicts respectfully and in a professional manner while representing your profession with dignity. When conflict does arise, I find that it is helpful to fully understand the perspective of the other individuals involved. It is important to take time to listen to their point of view and seek to work out a collaborative solution. A key point in this process is to remain calm and attempt to defuse any tension. In addition, when dealing with another person, it is important to keep in mind your relationship with them and adjust your approach to managing the situation appropriately.

Marijuana has a few different names that are commonly used in today’s society including weed and cannabis. Weed is smoked with joints, bongs, or pipes. Marijuana can also be mixed with foods usually brownies, cookies, and candy which are called edibles. The main chemical responsible for the high feeling is called THC but marijuana also contains over 500 chemicals. The chemical is found in resin produced by the leaves and buds. “Marijuana is the most commonly used drug in all of the United”. Marijuana will always be used for private reasons or for medicinal purposes. Why not legalize it?

Conflict is something that each person will have to deal with sooner or later. Our text described the Conflict Resolution Cycle and Ten Principles of New Thinking that can resolve conflicts in a less costly manner (Levine, 2009). Brown (2011), points out that a chance of goal conflict is somewhat low between groups that have their own resources and perform entirely different tasks. In other words, if your task is separate the chances of conflict are extremely low. However, if there is any type of dependency, or common task and frequently pursue incompatible goals, the chances of conflict are greater (Brown, 2011). Levine (2009) explained that although the use of Alternative Dispute Resolution (ADR) is growing, the cost of conflict is a resource drain of huge proportion, and a source of great unhappiness and discomfort.

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.

Generally interlocutors try to be co-operative while communicating. The kind of expression expressed by speaker should be replied verbally or non-verbally. The neutral verbal or non-verbal behaviour i.e. no reply is considered as non- co-operative behaviour. An offer should be accepted or diplomatically rejected; a question should be answered. Grice calls violation of these maxims of co-operative principles as ‘flouting’ of maxims. Observance and violation of maxims of co-operative principles can be studied with following examples.

In today 's workforce communication and conflict resolution are paramount to a successful organization. As with any leadership trait, these skills must be developed and regularly practiced by leaders. There are many skills involved in both the communication process as well as with conflict resolution. According to Schermerhorn, the communication process is a simple process of sending and receiving messages with attached meaning (2005). The process is further defined by having three elements, those being a source, a receiver and in some instances feedback. Conflict resolution according to the text, is a situation in which the underlying reasons for a given destructive conflict are eliminated (Schermerhorn, et al, 2005). We will take a look

Imagine a world of too many people. How can we deal with this? Can we minimize its effects? How do we take care of the future? The late Carl Sagan played an important role trying to make us understand that our planet is an insignificant Pale Blue Dot, (book) lost in a corner of the Milky Way Galaxy. The awareness, created by his book with the same title, led me to think on the Earth 's land surface which is 149,000,000 km². Well, this number is not going to increase, I thought. As time goes by, more and more people are stepping into our planet which will reach about 11 billion by the year 2100. Although the planet might be able to support this number, what might happen if it is surpassed? Overpopulation is a problem that must be addressed. But, wait! There are people who are convinced that such thing will never happen. Our ingenuity, they say, it is more than able to take care of that situation. Those were the principles and questions that made me embark on this research venture, trying to appeal to a larger discussion, among ecologists/environmentalists, about the pros and cons of what seems to be travelling towards reaching the point of no return.

Over the past century there has been a dramatic increase in conflicts and disputes, especially after the historic publishing of The Communist Manifesto in 1848, written by the father of conflict theory Karl Marx and Friedrich Engels. Till now, even after the Professor Sander’s historic paper, “The Pound Conference: Perspectives on Justice in the Future” in 1976, people are still trying to find more effective and efficient solutions to conflicts or disputes ranging from family issues to commercial disputes, and fortunately, the development of Alternative Dispute Resolution (ADR) is the most successful methods for conflicts. The concepts that many people have of conflicts and disputes is

Analysis of findings: I dislike conflict and would do whatever possible to avoid it. Thus, when I took the conflict managing questionnaire and received the title of accommodating, I knew that there was no mistake. In a dispute, I would allow the other person to get what they want and not project or accomplish my own. I do not want to upset anyone in any way; I only want to be kind to and support the person. At the same time, I feel that giving and satisfying someone else’s needs would be more rewarding than if I were to satisfy my own. This point of view has become engrained in me that I find it difficult to stick to my opinions in

Organizations must accept the fact that some workplace conflict is inevitable as everyone may not have the same priorities and

Conflict is inevitable when participating in day-to-day operations in groups, the workplace, and in life. How one approaches these conflicts can ultimately lead to the success or failure in ones professional, social or academic life. According to our class textbook, “Organizational Behavior,” conflict is when one party perceives that its interests are being opposed or negatively affected by another party. Sources of conflict can be real or imagined and there are multiple causes for conflict in the workplace, including but not limited to: inadequate communication, unclear boundaries and competition for limited resources. People tend to avoid conflict due to fear of harm, fear of rejection or to maintain positive relationships

Conflict can arise from any one or more general sources in the workplace (McShane & Von Glinow, 2003). Conflict as it arises should be addressed immediately, as if left unattended can create