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interpersonal conflict full essay
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Introduction The words that I used in my conflict word cloud reflect on both my professional and personal experiences as the selected words and terms express my experience as an information technology and information security project manager and that of a community activist. Conflict is almost completely inevitable in any situation where individuals are involved. In fact, conflict in itself takes place even within an individual. People in general have different needs, interests, beliefs, or values and will always want their position to be addressed. These individual differences result in interpersonal conflict. (Cahn and Abigail 2011) defines interpersonal conflict as a problematic situation with the following four unique characteristics: 1. the conflicting parties are interdependent 2. they have the perception that they seek incompatible goals or outcomes or they favor incompatible means to the same end 3. the perceived incompatibility has the potential to adversely affect the relationship if not addressed, and 4. there is a sense of urgency about the need to resolve the difference and (Cahn and Abigail 2011) further states that conflict is a fact of life. Conflict will occur due to some misunderstanding among the involved parties, and it is quite unavoidable in all walks of life personal or professional. One may be in conflict with the values, beliefs or practices imposed by a society such as their own or that of someone else. As defined by (Rothman, J., & Alberstein, M. 2013), identity is a self-perception filled by a cultural formula. According to this definition, identity can most usefully be described by and conceptually organized into three main categories: Individual Identity, Group and Intergroup. In every conf... ... middle of paper ... ... and bring everyone closer. With trust and loyalty at the forefront success will not be too far behind. References Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon. Balliet, D., & Van Lange, P. M. (2013). Trust, conflict, and cooperation: A meta-analysis. Psychological Bulletin, 139(5), 1090-1112. doi:10.1037/a0030939 Hamlet Act 1, scene 3, 78–82 Nan, S. (2011). Consciousness in culture-based conflict and conflict resolution. Conflict Resolution Quarterly, 28(3), 239-262. doi:10.1002/crq.20022 Rothman, J., & Alberstein, M. (2013). Individuals, Groups and Intergroups: Theorizing About the Role of Identity in Conflict and its Creative Engagement. Ohio State Journal On Dispute Resolution, 28(3), 631-657. Wilmot, W., & Hocker, J. (2011). Interpersonal conflict. 8th Ed. New York: McGraw-Hill.
Levine, S. (1998) Getting to resolution turning conflict into collaboration. San Francisco, CA, Berrett-Koehler, (p.125)
Schaubhut, N. A. (2007). Technical Brief for the Thomas-Kilmann Conflict Mode Instrument: Description of the updated normative sample and implications for use. Consulting Psychologist Press.
Four sources of conflict presented by Lamberton & Minor (2014) are content, values, negotiation-of-selves and institutionalized will be discussed. Awareness of and knowing what causes conflict is important in strategizing ideas and plans to resolve them. Explanations and examples of these four sources will follow. The outcome and process of resolving conflict can affect what direction and success we achieve personally and
Conflict is something everyone experiences in their daily lives; it can happen amongst person’s and their friends, family, and coworkers. Conflict occurs when individuals have a disagreement on a person’s values and beliefs, which could relate to religious or political views. Each person handles conflict differently depending on their personal values, interpretation, and the environment
Although the concept of identity is recurrent in our daily lives, it has interpreted in various ways.
Stets, J. E. and Burke P. J. (2000), Identity Theory and Social Identity Theory, Social Psychology Quarterly 63(3): 224-237.
Furlong, G. T. (2005). The conflict resolution toolbox: Models and maps for analyzing, diagnosing, and resolving conflict. Ontario, Canada: John Wiley & Sons.
Identity is a person’s socially and historically constructed concept. We learn and determine our own identity through the interactions of family, peers, media and also other connections that we have encounter in our life. Gender, social class, age and experience of the world are the key concepts which plays a substantial role in shaping how we are by facing obstacles in our lives. According to Mead (1934) as cited in Thulin, Miller, Secher, and Colson (2009), identity theory determines
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
Identity is an abstract, multifaceted concept, which plays of an essential role in intercultural communication interactions, because of globalization and diversity around the world. In this paper I will describe the basic types of identity, such as human, social, and personal.
Burke, P.J. & Stets, J.E. (2000). Identity Theory and Social Identity Theory. Social Psychology Quarterly 63(3), 224-237
Throughout life we all experience different types of conflicts, and typically what comes to mind when thinking of conflict is “arguments” and “negativity”. However, conflict can also be a good thing and there are a variety of styles. Conflict styles can range from being someone who cooperates, directs, compromises, avoids, or harmonizes. It can be a great resource to develop an understanding of each conflict style because we can learn to bring a balance with each individual. My good friend, who for the purpose of this assignment will be called “Rose”, and I, took a “conflict styles inventory test” in order to determine which styles of conflict we lean towards the most, and found it very surprising that my friend came out “calm” on all conflict
According to McShane and Von Glinow, conflict is “a process in which one party perceives that his or her interests are being opposed or negatively affected by another party” (328). The Conflict Process Model begins with the different sources of conflict; these sources lead one or more parties to perceive that a conflict exists. These perceptions interact with emotions and manifest themselves in the behavior towards other parties. The arrows in the figure illustrate the series of conflict episodes that cycle into conflict escalation (McShane and Von Glinow 331-332).
Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas