According to our textbook, healthy relationships allow us to gain an overall better quality of life. They lead to many beneficial attributes, such as, a longer lifespan, a more determined mindset, an active lifestyle, a stronger support system, and an educated mentality. Whereas, individuals who display a poor emotional tone in relationships experience the opposite. For instance, they get a poor quality of sleep, they have little to no motivation to carry out tasks, and overall they lead a much more negative lifestyle than those who portray a healthier tone in relationships.
2. There are a total of five distinctive responses you can exercise when confronting conflict, including, non-assertion, direct aggression, passive aggression, indirect
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When managing interpersonal conflicts the best possible outcome would be attainable by using the Win-Win method because it is able to accommodate the individual needs of all parties involved in a conflict. The most logical reason as to why this is one of the most effective ways when it comes to relieving disagreements is because it requires you to understand the others’ underlying meanings in their evident messages. Contrasting the Win-Win approach, there are three other less successful techniques in order to sway a conflict. A Win-Lose situation is when one individual/group gets their aspirations granted, while the other individual/group suffers an absolute loss. Also, in a conflict that practices the Lose-Lose technique is when neither of the two individuals involved is satisfied with the outcome. The last optional method employed in a conflict is compromising. This is a way for both individuals involved to have only some of their requests met. Meanwhile, each individual separately forgoes the remainder of his or her requests. However, sometimes the Win-Win approach is not always attainable or realistic, so one may opt for the next best approach, compromise. This is often implemented when there is not enough time/desire to understand each other’s wants. Also, when the other party involved is clearly noncompliant in employing a Win-Win problem-solving method, we may stray more toward the decision to compromise
A win-lose orientation assumes that there can only be one winner in a conflict. This type of conflict can cause problems in a relationship, because it is generally followed by dissatisfaction and resentment from the ‘loser’ of the argument (Wood, 2016). The best solution to conflict is a win-win orientation. Everyone involved must be satisfied with the end result, and this may include compromise by both sides.
The negotiators in these situations should mainly on the integrative bargaining. It means that negotiator should arrange a face to face meeting for both the parties by motivating them to practice integrative barging so that they can use the conflict strategy management to innovate positive solutions rather than dysfunctional conflicts. The negotiator should focus mainly on problem solving, compromising, smoothing and finding solutions. Motivating both the parties for a face-to-face meet is done so that, they can identify the problem and resolve it by an open discussion. Each team should give up something so that they can come to an agreement. The negotiator should use smoothing technique by reducing the conflicts while stressing common interests between both the teams. By compromising and smoothing both the parties should know about their common interests and goals and should create a shared goal. Once the negotiator make them realize that they need each other for achieving their goals, integrative positions solutions will be obtained instead of dysfunctional
There are five styles of dealing with conflict, which come from the Thomas Kilmann Model. These strategies can be considered in terms of who wins and who loses. Other models use different labels but express the same ideas as Thomas and Kilmann (2016), in that these five styles show the balance between concern for self and concern for other. Avoidance style is where everyone pretends there is no problem, which can be useful if people need to ‘cool down’ prior to having any discussion or the conflict is of little importance; however, the conflict may resurface and create a lose/lose situation
How can people best respond to conflicts is a question commonly asked by people going through a difficult situation without any knowledge of how to respond properly to a certain conflict. The reality is: there is no solid answer to this question. It all depends on what your conflict is, and of course in what position you are. According to the Cambridge Dictionary, a conflict is an active disagreement, as between opposing opinions or needs[1], and according to the Merriam Webster Dictionary the definition of conflict is: a struggle for power[2] , so without a doubt, what people want as a result in a conflict is to have power over the problem, to have control.
A meeting with all involved parties to discuss the issue is also another good way to resolve conflict. Everyone will have a chance to speak; this is a good opportunity to hear all sides of the story and gain a full understanding of the conflict.
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
It is key to remember that compromise can become an aching pain in your side. To reach a compromise usually every time there are two sides, and one side has to give up something whether it is something big or little. Still that side has to give it up and now are salty. Every time one side is going to get more then they need, while the other side gets little. Compromising gets complicated at times, and one side is left with nothing and the other getting everything, pushing aside the other side. Sometimes a compromise is not made, until on
According to certain situations of conflict, a response may be given which resembles in the answers the two trends simultaneously present. The term "compromise behavior" is suggested for such behavior. Compromise behavior, whose component is not the same as the other,
These behaviors are further incorporated into the concept built around the idea that people react in one of five basic ways when faced with interpersonal conflict situations; competing, collaborating, compromising,
Separate assessments of my conflict style reveal that I have become primarily attuned with the integrating style of conflict management, which came as no surprise to me, as I found the results of the assessments to be accurate. However, the assessments also showed that I was nearly equal in the compromising style, leading them to be a near tie. I would be the first to admit that his has not always been the case. It has taken a fair amount of life experience and focused effort in order to move away from the predominate style of compromise
There are many ways to resolve conflict. Each of these different ways are effective in their own ways. Most of these methods can resolve conflict better in some situations than others. These ways include having a middle man, staying positive, listening to all parties and compromising, and just ignoring the conflict. By far the universally best way to resolve conflict is by staying calm and positive. Some works that show this are “Blood, Toil, Tears and Sweat” by Winston Churchill, and “Dear Miss Breed” by Joanne Oppenheim. Keeping positive is not only the best way to resolve conflict, there are many benefits to staying positive.
In order for a win-win result to be effective, based on the three principles, first, there must be a change in the way a person usually thinks (p. 212). An individual’s frame of mind must change from thinking independently to thinking together, both minds working together to accomplish a goal. The second is, give the other individual a chance to express himself or herself before speaking or passing judgement, the third, respect each other and find a means for an alternative solution to solve the problem
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).