Conflict Resolution And Components Paper

Have you ever been a part of a conflict? Perhaps the conflict existed in your home because you want your children to do chores, but your spouse disagrees, or perhaps you have had a conflict in the workplace where a co-worker, no matter what you said was always in disagreement with you. Whether at home or work, it is best to resolve conflict as both instances, the conflict could create an uneasy situation at home or in the workplace and could result in people being hurt, work not be accomplished or even a physical altercation. Therefore, it is recommended that instead of allowing conflict to remain, that instead the conflict is resolved For that reason I will describe a conflict within an organization or team which I am familiar with, identify and describe the source(s) and level of the conflict and supporting evidence, describe the steps taken to resolve the conflict, describe a minimum of three conflict outcomes that could reasonably occur as a result of the resolution and the support for my reasoning for each possible outcome. First I will begin with a basic description of conflict.

Conflict is a stubborn fact of organizational life. Regrettably, it is an inevitable when organizations incorporate individuals with such diverse scopes of life. As conflict is identified in organizational work teams, an analytical approach to conceptualizing conflict is the first step. Further development will then focus on the different sources of conflict and how it can compromise the common goal of the team if it is not handled correctly. Searching for ways in which to manage conflict and avoid conflicts in work teams will bring together the underlying focus of this paper.

In an effort to address types of conflict resolution strategies, we must first know a little about the teams themselves. In today’s business world, there are four basic team types; cross-functional teams, self-managed

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

People work in groups or teams everyday whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral, and ethical beliefs and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals with keeping the greater good of the team in mind. Conflict as it arises should be combated and abated through swift and thorough resolution techniques. When dealt with properly conflict resolution can give rise to a cohesive and productive team.

Some of the pros of having the religious status around the capitol building would be expressing the religious diversity within the state. It would also be a moral compass for the legislatures. Lastly, it would show that all religions are equal in the eyes of that state. Some of the cons would be two statuses with contradicting religions, like Christianity and Satanism, could end up right beside each other and cause an up roar among the people. Plus, there would never be an end to all the statues that need to be made because there are just too many religions. Finally, the Constitution states to keep religion away from state affairs, so the statues may violate those amendments. If I had to decide a how to resolve the conflict, I would remove the statue of Jesus and try to keep religion away from the government. The other possible solution would to provide statues for every religion.

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:

As nurses, it is imperative that we have skills to deal with conflict we encounter throughout the day. Some conflicts are easily handled with simple solutions; other disagreements can persist for weeks or even months and never be handled in a proper way to resolve the situation. The later kind of situation can create resentment, anger, and animosity between employees or colleagues. In this paper I will describe a conflict situation with resolution strategies used by the confronter, discuss other ways to resolve the conflict, and discuss the conflict theory most beneficial to use with a diverse group of people.

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.

Rahim (2011) defined conflict as a social interactive process that involves disagreements or dissension within or between individual, group or organization. Describing conflict as an interactive process does not mean that there are no possibilities of intraindividual conflict. It is clear that at times a person might interact with himself or herself. Although the definition of conflict is varied, there are four elements that commonly describe conflict. First, conflict comprises opposing interests between individuals or group. Second, the opposed interest must be recognized for a conflict to exist between two or more social entities. Third, conflict comprises beliefs by each side. Forth, it is a process that creates out of existing relationships

To begin our analysis of conflict, it’s important to have a mutual understanding of conflict. A definition that seems to cover the ideas in this scenario well, is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Salsbury, 2016). To best address the conflicts revolving around the Dakota Access Pipeline, we chose to use “The Onion” tool, presented by Fisher et al.’s Working with Conflict; Skills and Strategies for Action. This tool provides an outline that really grasps the needs and wants of all involved stakeholders are allows for equal distribution of demands. As the name implies, The Onion tool is based off the idea

Among the five strategies the one I appreciate the most is competition. Competition is useful in other avenues as well as conflict management, such as academics. Although competition does require a loser it does a good job of stimulating teams to put out best efforts. Further, competition saves time when there is a deadline looming. When working in a group conflict is an inevitable matter that one cannot escape, there are varieties of conflicts; ideas, opinions, beliefs, culture differences, and desired accomplishment. Everyone have different ideas and goals in accomplishing their tasks, therefore, it might be difficult to be dealt with amongst one another if they cannot come to an agreement or have an open mind for new things. Conflict in a group could mean that there is a diversity of believes, aims, and ideas. It indicates that team members are contributing their part, sharing their different point of view and trying to make a different. As a manager, one should not look at conflict as a bad thing; instead tolerate minimum conflict in a group as a way of motivation and a development method for improvement or exchanging ideas to reach their goals. However, if conflict increase and cannot be settled in a professional or peaceful manner, as a manager, I would use the collaboration strategy method to help solve the issues. I would start to request each team members to do their own participation and write down their ideas with a

To manage these conflict styles; avoidance, accommodation, aggression, and collaboration management styles are used. Roommates use these styles when dealing with conflict. The style they choose relates to how they will use text messaging in conflict and how they would like their face to be perceived by the individual involved in the conflict. When a roommate chooses avoidance they are pretending the conflict does not exist and will avoid any form of communication for fear of their face being perceived negatively. We see an explanation of this from Erving Goffman where he proposed an idea of facework as a social performance where we are all actors. He offered a cooperative principle where people agree to support each other’s performance or face. To not support each other’s face is to disrupt the entire scene, because no one can continue in performance when others are embarrassed or shamed (Cupach & Metts, 1994).

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to

There can be many factors that play a role, when conflict arises within a team. Often there can be