Interpersonal Conflict In Rick And Morty

The most important lesson that the main character, Rick Bragg, learned that by leading a selfless life and being hardworking, individuals will be reward. This lesson is first seen early on in the book with Rick’s mother Margaret Bundham Bragg. Margaret married Charles Bragg who was an alcohol abuser and because of this would beat her as well. When Charles was not home, Rick’s mother would try and support her children by working odd jobs like cotton picking in the fields and even went as far as not buying a new dress in eighteen years. Margret made sure that all of her children were fed and happy and hoped that one day they could “get even with life” as Rick but it. Margaret is finally rewarded at the end of the book when Rick wins the Pulitzer

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

Reviewing the nonverbal and verbal cues identified in the last question, what are the roles that these play in the conflict? Do these cues lead to a more positive outcome or negative? How can nonverbal and verbal cues be used to lead to a more productive conflict resolution?

Interpersonal conflicts are inevitable. Different texts suggest not how to avoid conflict, but rather how to effectively communicate when involved in one. However, the “rules” of constructive communication can completely change in conflicts between people in long-term, interdependent relationships. This paper will focus on analyzing a conversation between a mother and her adult son, while applying ideas from William Wilmot and Joyce Hocker’s Interpersonal Conflict, Deborah Tannen’s I Only Say This Because I Love You, and the “Conflict Styles” lecture.

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

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:

One should consider using a "win-win" approach to conflict when short-term goals are more important and there is no need for a long-term harmonious relationship.

A win-win approach Usually ways to resolve differences so that everyone gains. A good solution is one that everyone finds satisfactory. People who adopt win-win often discover solutions previously un-thought of b//c they are committed to their own & others’ satisfaction. Sometimes the result of compromises provide confirmation & protect the health of the relationship

In Cloke and Goldsmith’s Resolving Conflicts at Work, strategy 1 gives us an overview of conflict today and the many factors that influence. The authors also explain the many ways nearly every conflict can be handled. Cloke tells us that differing human perceptions keep us stuck in conflict longer than is necessary and productive. Early family development sets the default settings for each person’s perception of the situations they will face for the rest of their lives. Cloke goes on to say that conflict is unavoidable especially because today’s media continually subjects Americans to conflict following a common injunction, “if it bleeds it leads.”

Conflict, according to Wilmot & Hocker (2011), is defined as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.

In conflict we often make the mistake of using our power to focus on the relationship or on the issue/  outcome we desire.  The result is that we often attain one at the expense of the other.  Our power may enable us to achieve our goal but damage or destroy the relationship.  Alternatively, we may sustain the relationship at the expense of our needs or desired outcome.  The ideal may be maintaining a healthy relationship while at the same time achieving our goal, but this requires a subtle and complex use of different kinds of power or perhaps not using the power at our disposal.  This requires wisdom, self control and self discipline as well as skilled interpersonal behavior.

In the face of conflict one must look for objective criteria with which to resolve conflict is essential. Always keep in mind the aspiration for long term relationship building. We never know when we would meet our counterpart, another representative of his or her organization or a common acquaintance

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

The topic that I have chosen to discuss throughout this paper is Managing and Resolving Conflicts in a Relationship. This topic is very important to me simply because, I personally see a lot of relationships failing, including some of mines due to lack of resolving and managing conflicts correctly. By the end of this paper I hope that I have helped the reader understand and eliminate any conflicts that confront their everyday lives.

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).