Circle of Conflict and the Triangle of Satisfaction Models Introduction This paper will discuss two different conflict models and how they may be used to diagnose a particular conflict. Each model will be described in a way, which better helps understand the conflict. Potential confidentiality issues within the conflict will be described as well. Both the Circle of Conflict and the Triangle of Satisfaction Models are both effective tools at assisting a practitioner at diagnosing and resolving conflict. Circle of Conflict model The Circle of Conflict model is the simplest method of figuring out the root cause of a conflict. The circle implements five possible drivers of conflict that are values, relationships, externals/moods, structure, and data. Each of these drivers contains some of the most common cause of conflicts. This makes the Circle of Conflict model an efficient reference tool. Values The specific values that were identified within the conflict were based around work ethics. The lead staff member Carolyn believed that the staff member Nick undermined her. Carolyn believed she was undermined because of her work ethics she up-held within the workplace. Carolyn would make sure she follows the code of ethics according to her job as opposed to Nick where he wants to be liked by clients so he would not follow the ethic guidelines from work nor did he follow the advise of the clients therapist. Carolyn had worked with Nick before. She felt that Nick would ask her to be the lead-on and then, as the shift progresses on he will then undermined her decisions and take his own lead without discussing his decisions with her or his other co-works. Relationships Before the shift had started Nick had been the type of perso... ... middle of paper ... ...Conflict and the Triangle of Satisfaction Models are effective tools at assisting a practitioner at diagnosing and resolving conflict. They allow the practitioner to be able to break down the drivers and interests to understand and explain the conflict. They are essential in the conflict resolution process. Works Cited Furlong, G. T. (2005). The conflict resolution toolbox: Models and maps for analyzing, diagnosing, and resolving conflict. Ontario, Canada: John Wiley & Sons. Kevin Gibson. (1999). Mediation in the medical field: Is neutral intervention possible? The Hastings Center Report, 29(5), 6-13. Retrieved July 28, 2011, from Research Library. (Document ID: 46244308). Klaus Reichert. (2004). Confidentiality in International Mediation. Dispute Resolution Journal, 59(4), 60-66. Retrieved July 28, 2011, from ABI/INFORM Global. (Document ID: 783980481).
The purpose of this paper is to explore conflict and ways to manage it. I chose to explore this topic in depth because conflict touches all of our lives. Whether it is at work or in our personal lives. Like most people when you have a bad day at work; I have a tendency to bring the frustration home. Frustration at work causes me to be in a bad mood; hence that makes me argue with my spouse.
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It has been estimated in a study by the American Management Association that managers spend between 20% to as much as 50% of their times dealing with conflict among their employees (American Sentinel, 2012). When workplace conflicts are left unresolved they can lead to dissatisfaction, depression and other problems such as aggression and violence (Whitworth 2008). The negative, sometimes hostile, environment created by unresolved conflict has been recognized to be a hazard not only to staff, but also to patient care (The Joint Commission 2008).
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).
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Although there is a plethora of possible sources of conflict in any workplace, the ones in this case are rather explicit. These include personal differences, Informal deficiencies’, role incompatibility, environment stress, perceptions, and expectations. Personal differences could be related to personal values, physiognomies, family bonds or ties, and material belongings.
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Rahim (2002) differentiated person’s perception towards handling a conflict into two: “concern for self and concern for others” (p. 216). Further, the study explored two types of conflicts and observed that most conflicts arise during the decision-making process. Dysfunctional conflict, which hinders team performance and interpersonal relations due to individual’s self-interest in implementing particular decision. Functional conflict serves organization purpose with employees involved in the conflict regarding which proposal to implement (Rahim, 2011).
In the world of commerce, employment, and other social relations, businesses and individuals strive to choose either arbitration or mediation (conciliation). There are situations when parties submit their cases to arbitration bodies for mediation and, vice versa, when mediators are requested to resolve the dispute through the arbitration award. The arbitration and mediation traditions vary from jurisdiction to jurisdiction, but their general ideas still remain similar. However, while a mediator in a single process possesses no entitled authority to render an award, an arbitrator is vested with more procedural powers and can execute a mediator’s functions. Furthermore, despite the flexibility of arbitration and mediation procedures, as well
We each possess unique ideas, opinions, beliefs, and feelings about specific situations in life. This uniqueness is a large part of what makes us human. Because we all have our own individual way of looking at things, we each have a different viewpoint on what is proper or improper. With all that variation in society conflict is inevitable! Conflict is antagonistic in nature and we all must find ways to work through conflict issues both at work and at home. This paper describes different types of conflict, the influences I personally had in learning to deal with those conflicts, some of the conflicts that I commonly experience, how I go about dealing with those conflicts, and how conflict affects me on a personal level.
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).
In the workplace, disagreement or arguments may arise due to several reasons. This can further result into a state of antagonism or opposition, resentment, avoidance, verbal assaults, and inability to work together. Such may arise due to personality clashes, differences in style, differences in leadership, interdependence conflicts and differences in the background or gender. With reference to the conflict between Norm and Norma, disagreement arose due to differences in styles. This is because Norma was after quick result from the initiated project while Norm believed he could work from home and still meet the expected standard. However, Norma expected full commitment from all the staff under her. For good working relations, conflicts should always be resolved and hence improve good working relationship among the employees both the juniors and seniors. Professionally, conflicts can be solved via two models; circle of conflict and triangle of satisfaction (Susan Holton, 1998).