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The importance of conflict management
Theory of conflict management
The importance of conflict management
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The work titled "the shifting landscape of conflict management" authored by David Welch, was part of a compendium of works that were coalesced into the book titled “Managing Conflict In A World Adrift.” The author’s main posit is that in the real world, conflict is common and daily management is a challenge, and that one that is well managed could prevent, or delay a conflict from occurring until a resolution can be found; and a poorly managed conflict would fail to prevent it from escalating, and may even accelerate it. There were many key points in this writing that can be evaluated to support the author’s thesis. I will address two areas which I found very interesting. Conflict by its very nature is very hard to manage and in order to do so you must have all the factors at hand in order …show more content…
The management of the later, is harder to accomplish due to multiple parties involved, differing perspectives, cultures and beliefs, and the ultimate objectives wanted by each of parties. Another important aspect of conflict management is how to come up with possible resolutions to prevent conflicts from escalating. Welch, implements three items to distinguish when doing so. He uses a metaphor of building a bomb to explain the three levels of causes. One is deep cause, which is the crafting of the plans to build the bomb. The second, or intermediate cause, would be the actual act of building the bomb, and the third, is the proximate cause, the triggering of the bomb. He further surmises that the goal of conflict management is to prevent the bomb from being built in the first place, but if it is built, that we prevent it from being detonated. I like his allegory because it puts it into pretty simplistic and easily digestible
Huan, L. & Yazdanifard, R. (2012). The Differences of Conflict Management Styles and Conflict Resolution in Workplaces. Business & Entrepreneurship Journal. 1(1), 141-155.
atmosphere is a very important step in the conflict resolution process. It is more likely for mutual
I think that a conflict is a problem or disagreement between two people or groups. A conflict can be small, like the argument between Dally and Cherry at the movie theatre, or it can be bigger, like when Johnny got beat up by a group of Socs. The way that I respond to conflict changes depending on the situation; if the problem was small and easily fixable, I would try to work things out with the person involved in the conflict; if it wasn't too important, I might try ignoring it and hoping that the problem goes away. If the conflict was more problematic and had to be fixed, I would probably go talk to someone else who wasn't involved so that they could help me figure out what to do. To resolve a conflict, you could try talking to the person and explaining your point of view to reach a compromise instead of ordering what you want and unilaterally deciding how the situation is going to play out. Also, you could try to speak to someone else about the problem and have them help you work it out. The most important thing to remember when resolving the conflict is to stay calm and listen t...
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).
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Before understanding how to deal with conflict, one must understand what conflict is. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). Does the idea of conflict always have to carry a negative connotation? The growth and development of society would be a great deal slower if people never challenged each other’s ideas. The Learning Team Toolkit discusses three different views of conflict: traditiona...
thought. If we recognize that the longevity of conflict can be the result not of
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
Conflict is energy, conflict is excitement, conflict is often driven by a passion that is necessary to progression. In other words, we need many of the characteristics that might cause conflict and conflict itself isn’t necessarily a bad thing. The important thing is learning how to manage
Should a conflict between two people not be resolved quickly, the resentment and bitterness mentioned by Ingram could spread to become rivalries between co-workers, groups, and entire departments; and as any conflict grows unchecked, the consequences for the organization before a point of ultimate resolution grow as well.
Solving conflicts does not have a specific formula since their are not always the same. Since it is the most pacific way, the best solution to a conflict is to get in an agreement in which both parts are in peace but
This elasticity in your approach to choosing which conflict style is best for the current situation is a key to managing conflict. No one style of conflict resolution will work all the time when addressing issues. You must remain flexible to other people’s wants, needs, direction, criticism, schedules, moods, temperament, and a myriad of other things in life. If there is one thing in life that will never change it is the fact that everything is going to change! There is nothing you can do to stop it, so the quicker you learn how to adapt to the changes the better off you will be. The ability to change your approach to dealing with conflict better prepares you to face the interpersonal challenges that will eventually come your way. I believe it is important to also remember that you cannot win every battle with every person you encounter. Knowing that you cannot fix or solve every problem with everyone is very helpful in reducing stress and managing difficult situations with others. My father dislikes when I use this cliché but sometimes, it is what it
that may result in a struggle for power or position. Conflict management, therefore, can be
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
In any environment where two or more people interact, conflict is unavoidable and is a normal part of everyday life. According to Jacob Bercovitch, Kevin Clements and Daniel Druckman (2005), “Conflict is without doubt one of the most fundamental of all social processes. It is found everywhere, and at any level of social interaction” (p. 133). Therefore, learning how to manage our attitude towards conflict is crucial. When conflict is mismanaged, it can cause destruction in an otherwise functional environment; on the other hand, when handled in a collaborative way, conflict can provide an opportunity to strengthen the bond between those involved. On that basis, conflict resolution is a way to overcome the problems of conflict. Schellenberg (1996)