Conflict Resolution Essay

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.

There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

In the problem analysis phase of effective decision making, group members should recognize any obstacle that may arise that needs to be improved or changed and determine the characteristics, magnitude, and possible cause(s) of that obstacle confronting them. This phase lays the groundwork for what the group should be prepared for as they work together (Hirokawa & Salazar, 1999 p. 170).After analyzing the problem, the group should then discuss and establish goals and objectives in order to generate proposed solutions of

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 collaborative style views conflicts as problems to be solved and finding creative solutions that satisfy all the parties’ concerns. You don’t give up your self interest; you dig into the issue to identify the underlying concerns, test your own assumptions, and understand the views of others. Collaboration takes time and if the relationship among the parties is not important, then it may not be worth the time and energy to create a win-win solution. However, collaboration fosters respect, trust, and builds relationships. To make an environment more collaborative, address the conflict directly and in a way that expresses willingness for all parties to get what they need.

Handling conflict is a skill which can be learned. It requires practice, discipline and self-control. In the midst of conflict, most people forget the overall goal in addressing the conflict: Having your partner understand your feelings and resolving the disagreement. The more a couple can keep this goal in mind the less likely either will engage in criticism, yelling or name-calling. These behaviors only fuel the conflict (Managing Conflict in Your Relationship,

Investigate "trilemma" options, in which one seeks a creative resolution which satisfies all values at stake.

-What goals or objectives must be achieved by any potential solution to the problem? (eg. Must maximize market share)

Effective managers are successful within the workgroup and organization when a style is used to resolve a conflict. People do experience conflict in their lives. There has always been a lot of interest in how to manage conflict once it appears in the open, and that is important. What is not so common is a concern for preventing unnecessary conflict, so it does not start in the first place. Managers are capable of using all five resolutions skills to deal with conflict in the workplace.

Places value on individualism, self-assertion, and competition. Not common in cultures that prioritize cooperation, keep others from failing, finding areas of agreement

3. Increase our non-hardware sales to 20% of the total sales by the third year.

A win-win (or collaborative) tactic may require a thought process that engages extra or additional criteria, characteristics, options, behaviors or variables that were not originally included in the problem. It is similar to enlarging the pie (Fisher, Ury & Patton, 1991), instead of just cutting the pie up given the existing size. In adding to the pie, the problem solver and participants enjoy the luxury of an expanded set of resources, ideas or possible solutions heretofore not available. The best analogy this author has come upon is the concept of two circles that intersect with about ten percent of each circle overlapping the other. Each party has their ninety percent to themselves, but their other ten percent overlaps the other party, which in essence gives them twenty percent. Hence, the one hundred percent pie can become a one hundred and ten percent pie, giving each side an additional ten percent.

one of the key requirements for the Company’s long term success. The goal is generate unit sales

The leaders of a shared world start resolving a problem by realizing there is a problem and opening a discussion. Within this discussion the values and goals are established. Once everyone is in the same page then they articulate a solution which is conferred, negotiated, and outlined. Now, no solution is perfect that is why it is presented and negotiated because it needs to be agreed to by all the people being affected by it, or the stakeholders. Once they have a plan and strategy, the solution is then implemented. Once implemented, any problems that arise are fixed in a timely manner.