Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
conflict in different perspectives?
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: conflict in different perspectives?
The primary objective of this research is to find out the differences between The Four Horsemen of the Apocalypse and Thomas-Kilmann Conflict Mode Instrument in resolving conflict in couples’ relationships and the more effective model to overcome the conflict. A conflict arrises when two or more people perceive incompatible goals and values. There are common for couples to have conflicts and disagreements because every one of us hold different values and beliefs. Financial problem, jealousy, job or even a very simple things will lead to a conflict between a couples. We cannot prevent it unless we do not have perception and emotion. However, the styles we deal with the conflict will definitely affect our relationship with our partner. To protect our relationship, we have to know some conflict resolution skills. If the right skill is used will help a lot in maintaining the relationship between a couple. Analysis of previous research found that The Four Horsemen of the Apocalypse help many people and couples to identified and resolve their problem and it is well known in couples therapy. This approach is useful to describe the communication patterns between the couples and predict the problems of the relationship. Besides, research also showed that understand your style to deal with conflict is also effective. Thomas-Kilmann Conflict Mode Instrument can help you to identify the style you deal with conflict and it has been a leader in conflict resolution assessment for more than 30 years. This approach can help you to know how to create a solution when you argue with your partner by understanding your conflict-handling style.
The four horsemen of apocalypse(TFH) model is developed by Dr. John Gottman of University of Washington. H...
... middle of paper ...
...CPP Author Insights-Celebrating 40 Years with TKI Assessment: A Summary of My Favourite Insights. MBTI Trust, Inc.
The Foundation Coalition. (2011). Understanding Conflict and Conflict Management. Retrieved July 4, 2011 from http://www.foundationcoalition.org/publications/brochures/conflict.pdf
Allan Cameron. (2011). Relationship Improvement Quick Book. Give and receive feedback affectionately (pp. 9-11). Retrived July 4, 2011 from Relate Better database.
Sandra J. Bailey, Ph.D. , CFLE, Family and Human Development Specialist. (2009). Couple Relationships: Communication and Conflict Resolution. Retrieved July 4, 2011 from http://www.msuextension.org/publications/HomeHealthandFamily/MT200917HR.pdf
Marlene & Bob Neufeld. (2010). Will Your Relationship Survive? Four Horsemen of the Apocalypse. Retrived from 3, July 2011 from www.marleneandbob.com/the4horsemen.pdf
Szapocznik, J., Schwartz, S. J., Muir, J. A., & Brown, C. H. (2012). Brief strategic family therapy. Couple and Family Psychology: Research and Practice, 1(2), 134–145.
For this paper, we will be talking about relational communications and Goffman’s terms. The definition of relational communication is “communication processes in personal relationships such as romantic, family, and friendships. We assess the role of communication in developing, maintaining, and dissolving relationships, how communication impacts partners and their relationships, and how to improve relational quality or individual well-being through communication. Recent topics examined include conflict mediation, relational standards, relational uncertainty in dating relationships, and communication environments in families” (n.d.). As it has said, it is about the relationships in our life. Goffman also stated that there was a front and
Conflicts within relationships are inevitable and some conflict can help strengthen a relationship; however, in marriages and families, many people fail to work through their conflict, which results in unhealthy patterns of behavior. Over time, if left unresolved, these patterns of behavior can lead to a breaking of the relationship. Furthermore, most people do not set out seeking conflict within relationships, but rather they lack the emotional maturity to move through conflict. In fact, it is not the differences between the two parties that create the conflict, but rather the emotional reaction to their differences. Therefore, an intervention is required to begin the healing process of working through conflict. Often a pastor or counselor
Gottman (1999) conveys that the integration of active listening and conflict resolution techniques is not sufficient to safeguard marriages from a probable divorce. Due to that couples who develop throughout the years a high level of
Conflicts situation can happen at any time. There are many different ways to handle conflict situations. To strengthen our skills in responding to conflicts situation we must understand the various conflict management style. The five styles of conflict management style include: Competing, Avoiding, Accommodating, Collaborating, and Compromising. The competing style is like a shark, a competitive approach to ensure only your views counts. Avoiding is like a turtle, avoiding every situation and giving up. Accommodating is like a teddy bear, working against your own goals to move forward. Collaborating is like an owl, working together with your partner to achieve both your goals. Compromising is like a fox, negotiating half your goals in order
Marriage is a copmlicated but lovely bonding in which two individual spend their life with eachother and play a important role in meeting the demands of man and woman.(Berne,Steiner, Dusay, 1973). Marital conflicts happen when one or both people are self-centered. One selfishly wants what he wants without consideration for the capabilities, plans, or goals of his spouse. Researches has
Pruitt, D. G., & Kim, S. H. (2004). Social conflict: Escalation, stalemate, and settlement. (3rd ed.). New York, NY: McGraw-Hill Higher Education.
Not many people in the world can say that they have had a 100% successful romantic relationship. Looking at the high divorce rate in the United States can prove this. However, there are those couples that have remained together for numerous years. As I am sure that conflict played a big part in ending a large number of relationships, I am also sure that the successful relationships have had their fair share of conflict and have even been helped by that conflict. In this paper, I have constructed nine propositions relating conflict to certain behaviors within romantic relationships. Each one will be defined, summarized, and supported according to the available research.
Woodin, E. M. (2011). A two-dimensional approach to relationship conflict: Meta-analytic findings. Journal of Family Psychology, 25, 325-335. doi:10.1037/a0023791
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Pruitt, Dean G, and Sung Hee Kim. Social Conflict: Escalation, Stalemate, and Settlement. 3rd ed. 2004. New York: McGraw-Hill Higher Education, 2004.
From gathering information from a variety of research articles, conflict can be collectively defined as an argument between individuals while conflict recovery is a self-regulatory process, which is the ability to put aside interpersonal conflict in order to achieve other goals. Conflict can occur between romantic partners from a variety of sources such as stress, money, sex, jealousy, values, beliefs, etc. During conflict recovery and while self-regulating, there are consequences that will help the quality and satisfaction of the relationship after conflict (Salvatore, Kuo, Steele, Simpson, & Collins, 2011). Research has shown that the use of conflict styles are much more important rather than the actual content of the argument itself (Bertoni & Bodenmann, 2010). According to Thomas Kilmann, there are five various types of conflict styles that people partake in; accommodating, avoiding, collaborating, competing, and compromising (Riasi & Asadzadeh, 2015). Thomas Kilmann discovered these different conflict styles to describe how each individual handles conflict. Bertoni and Bodenmann’s (2010) research has shown that the satisfaction and/or dissatisfaction between couples stems from the styles of conflict that one uses when in an argument. Conflict, conflict recovery, and conflict styles can all factor in together to help
Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).
Many couples face conflict in relationships every day. Some are able to compromise or even solve the conflict depending on how well they communicate with each other. Sometimes conflicts can be solved and sometimes conflicts cannot be solved. In this case, my conflict kept appearing very often in my relationship so I finally decided to take action and end the relationship with my ex-boyfriend.
To begin with, lack of communication is a significant cause of the recent rise in the rates of divorce. A marriage is on the rocks when the lines of communication fail. People will tend to stay quiet about money management and job issues, because they don’t want to burden their partner. Most of the time they think it’s easier to deal with it by one’s self, but in reality, it’s pushing their partner out of the room and shutting the door. When this starts to happen, it’s harder to push back. In marriage, one person’s problems is supposed to be handled by both. One will feel neglected if they don’t have a say in a particular situation. Thus, resentment and distance starts growing between the two. Those small problems now become big problems, which result in separation. In order to have a good solid foundation, each couple needs to be heard and voice his or her own feelings. This includes conflict of opinion with concerns to small or big disputes such as religion, children, job opportunities and money management.