Who We Are Is Truly Tested When We Encounter Conflict

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

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.

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.

One thing that is a part of every person’s life on every day of every week of every month of every year is conflict. Conflict is something that people, no matter how they strive, cannot escape from. Whether the conflict on a certain day is on a large scale or it is a miniscule bump in the road, it can be said that there will always be conflict. When people encounter conflict, the sole thing on their minds is to devise a way to be rid of it. The way that a person responds to whatever conflict they are faced with is what determines success or failure. If a person meets the conflict head on and with a positive attitude, then it is almost certain to end in success. If a person meets the conflict with a negative attitude and tries to avoid it, then

Conflict can bring out the best and worst side of people, being is such stressful or demeaning situations the feeling of hope or fear attends to appear. In The Rugmaker of Mazar-e-Sharif, conflict is the main theme in the book and observing the way Najaf gives himself hope when in woomera struggling to understand how he is going to survive. The man Frank Lowry who was trapped in a detention camp working his way out of the danger he was now found himself owning Westfield shopping centres. These 2 characters having to relate to conflict, shows they were both on a situation of mental strength and hope to make a better living and in away from a near death situation.

Conflict affects everyone, not just specific people. Whether it is being in a fight with a friend to a death in the family, everyone is going through something. A big conflict in my life is depression. I was clinically diagnosed with depression 1 year ago. Since then, my life has been a series of ups and downs. After suffering with depression, but more specifically, Major Depressive Disorder, I have been able to learn from my experiences. The biggest thing being, life goes on.

Throughout life every person comes into the understanding that conflict is inevitable. Whether it be at work, home, school, or even family functions, there will always be some type of situation. It’s just how life is. For anything to strike interest into the human mind, there must be conflict. How you handle the situation can say a lot about your character and state of mind. Responding to conflicts is a natural instinct we, as humans, have. It’s how you respond that can determine whether the issue is addressed in a positive, mannerly way; it can however be addressed in a negative type of way, causing things to go down hill and to be drug out more than it should.

Conflict is defined as “a struggle or contest between people with opposing needs, ideas, beliefs, values or goals” (Popovic and Hocenski, 2009, p. 15). As a manager or leader, you take on the responsibility as a problem solver. Thus, knowing how to resolve a conflict that respect each individual that is involved shows the ability to deal with conflict. Conflict management styles is being able to manage conflict in a functional manner (Satterlee, 2013).   According to Satterlee (2013) the following are a few conflict management styles:

People face conflict every day of their lives and, most often, many different types of conflict in one day. Conflict is something that causes anxiety and fear and most often is something people want to avoid if they can. The good thing about conflict is that is forces a person to focus on the skills they have to find a solution that makes them feel good inside. How people respond to conflict depends on their understanding of the problem facing them, deciding to overcome the challenge successfully and then using brainstorming and decision making skills to actually implement a plan to overcome the conflict they are facing. Claim?

Conflict is a necessary part of human nature; it is not something that we can avoid. Many different factors are cataclysmic towards conflict. Goals, personalities, lack of resources, communication skills, and character values are always conflict can come about. Personality-wise, I find myself to be mostly “The Relational Person” and “ The Thinker/Analyzer”. These two personality types have a gargantuous effect on my conflict management skills in many ways. As conflict is a reality of any relationships, it is important to know the strengths and growth areas of yourself.

Conflict happens when people do not agree in a public situation which developed resentments creating a negative atmosphere among people or group (Schermerhorn, 2011). A person might develop emotional conflict caused by anger, trusting issues and resentment which caused a negative energy that affects other and becomes distracting (Schermerhorn, 2011). For instance, when an employee that is having relationship problems outside work, affects their performance. Also, seeking comfort with other employees can become a stressing situation. In contrast, substantive conflict is related to achieving goals in the workplace (Schermerhorn, 2011). Dealing with coworkers can be challenging because of their cultures. For instance, employees might disagree on task assignments, policies, and rules because of their beliefs (Schermerhorn, 2011).

In the contention of viewing conflict as whether undesirable phenomenon or not, it has been widely accepted that the presence of conflict in the workplace is inevitable. According to Rahim (2002, p. 207), conflict could be define as “an interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities.” As this conflict occurs in the workplace, the existence of conflict is not only limited between people in an organisation, but it is also occurred between organisations, where it involves employees, employers, managers, units or departments. While several research focused to identify the source and analyse the amount of conflict at interpersonal, intra-group and intra-group levels, the others also examine the various styles of managing conflict in the workplace. However, workplace conflict could be caused by different influencing factors, which have been addressed into several main themes by conflict management scholars. In carrying out the studies, many of them differentiated workplace conflict into two types. First, affective conflict or relationship conflict or emotional conflict which usually engage incompatible feelings and emotions; and second, task conflict or substantive conflict or cognitive conflict which usually emerge disagreements on job content issues (Riaz & Junaid 2011). Examining influencing factors that causes these types of conflict and determining the style to effectively manage the conflict are considerably

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

In business and within life most people usually possess a set of standards, or normalcies that determine how they choose to behave as a member of a group within our society. Most groups establish an acquired relationship between them in order to complete a task in the business world. This form of collaboration is the very reason people are interrelating and trying to accomplish a goal. When this process happens it can sometimes create conflict. In the business world conflict can be perceived as a form of enhancement that is considered constructive, and can often identify a weakness. Many times we can create conflict that is confrontational or that creates negative communication between individuals. This conflict at times can cause injury to the organization and

Organisational conflicts are characterised by a variety of factors and in particular behavioural. These may take different forms depending on the nature in which they are portrayed. They could either be written, oral or physical. The oral behaviour that manifests conflict in the organisation involves a case where the employees engage in exchange of unpleasant words that display the existence of the conflict. Secondly, the conflict may be in the form of written documents that bear evidence of conflict (Popejoy 2002). Such documents may be in form of e-mails that are exchanged between the parties in conflict in the organisation. Finally, the conflict in the organisation may be portrayed in terms of physical confrontation among the employees and this is the highest limit that the conflict in the organisation can be portrayed through (Popejoy 2002).