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Accommodating conflict management
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We are responsible for our actions in every situation. Choosing appropriate conflict style is the key to effective conflict prevention and management. We use our favorite conflict style in conflict situations but we can choose a different style when it is needed. I have never thought of my conflict style before. The quiz provided in this course gave me an opportunity to rediscover this aspect of myself. The style of conflict management quiz tells me that I have the ‘orange’ conflict style. It tells me that I have a collaborative style of managing conflict. Cooperative problem-solving style enables people to work together so no one loses but everyone is the winner. People who use this style try to find a solution that is acceptable to everyone and helps to meet their interests and to maintain a good relationship. When managing conflict, I try to feel and meet the needs of all the people involved in the conflict. My assertive nature is very much in collaboration with my conflict style but unlike the competitor, I try to cooperate effectively with everyone involved and acknowledge that everyone’s position is important and significant. I give importance in dealing with conflict by gaining self-awareness of my personal style with an understanding of my strengths and weaknesses. It is sometimes difficult to bring together a variety of viewpoints to get the best solution out of it or when there have been previous conflicts within the group. Collaborative style is effective in satisfying both the sides in resolving conflict. This strategy works well in achieving “win/win" solution. It takes time and effort. It requires commitment to relationships ... ... middle of paper ... ...se their rank or position, and try to force their opinions and feelings. In my opinion, conflicts can lead to one’s personal and social growth in society. In many cases, effective conflict resolution skills can make the difference between a positive or negative outcome. By resolving conflict successfully, one can solve many issues that come to the surface and gain the benefit of understanding each other better. The main point is to discuss the issues which would help to resolve the conflict by raising awareness among the people involved in the conflict of the situation and giving them the insight of the given situation to achieve their goals without undermining the goals of other people involved. When conflict is resolved effectively, everyone can develop stronger mutual respect and trust in each other’s abilities to work together in a given situation.
Chapter two elaborate on style of conflict, worldview of conflict, negative view, positive of conflict, lens model of conflict, and description of conflict. Chapter encourage me to think about conflict in my life, and the chapter introduce lend model of conflict. The lens model of conflict has benefits in perspective and analysis the conflict. The perspective within conflict would help to understand both side of the conflict. Analysis the conflict would help come to resolution, compromise, or agreement. Also, conflict was seen different with everyone. Even culture has influence on conflict. Overall, I believe that patience would be most helpful in managing conflict.
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.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
Managing conflict is a difficult task that we all face, but becoming aware of your own characteristic style could help determine why conflicts result exactly the way they do. It helps determine what is a healthy outcome. Each circumstance is different.
Team Dynamics - Conflict Resolution Strategies People work in groups or teams every day, whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral and ethical beliefs, and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals while keeping the greater good of the team in mind. Conflict, as it arises, should be combated and abated through swift and thorough resolution techniques.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
A group can only be called a team if the members are actively working together toward a common goal. A team must have the capability to set goals, make decisions, solve problems, and share responsibilities. For a team to be successful, trust must be earned between its members by being consistent and reliable (Temme & Katzel, 2005). When more than one person is working on a particular task, inconsistent views or opinions commonly arise. People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always see eye to eye. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008). In some situations, conflict can be more constructive than destructive. Recognizing the difference between conflict that is constructive to the team and conflict that is destructive to the team is important. Trying to prevent the conflict is not always the best way to manage conflict when working within a team setting. Understanding conflict, what causes it, and how to resolve conflict effectively, should consume full concentration.
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).
Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict tends to be positive as well when it leads to better decisions, and solutions to long-term problems.
Conflict is present within all situations that individuals are involved with, the difference being the styles in which a person deals with and relates to the other party within the conflict. Learning to manage conflict styles and the emotions that are associated with them will help to resolve problems within relationships in all areas of a person’s life.
Gross and Guerrero (2000) supported Rahim’s conflict management styles and identified that these styles are associated with organizational climate and culture, job satisfaction. Their research on 50 employees uncovered some facts include employees who were involved in unmanaged conflict end up in job dissatisfaction and subsequently their performance deters (p. 208). The competence-based model developed by Canary, Cupach and Serpe (2001) contrast with Rahim’s theory, where the effectiveness of conflict management styles is based on the situation and understanding of individuals (p. 81). They tried to find a resolution for the conflict instead of implementing the strategy to reduce tension by applying conflict management styles, resulting in inconsistent outcomes (p. 531).
Likewise, the conflict should be acknowledged as soon as it is seen and prepare for the resolution. During such time, the discussion about it plays vital role towards resolving the conflict. In order to maximize team efforts, teammates must cooperate with each other and try to resolve conflict with proper and transparent communication. While resolving a conflict, it is also important for the teammates to remember why they are together in the first place and follow their best foundational strategy.
Managing conflict is based on the two behaviors of assertiveness and cooperativeness, assertiveness is dealing with one’s own concerns while cooperativeness is satisfying the concerns of others. These two behaviors lead to five basic ways to responding to conflict which are competing, collaborative, compromising, avoiding, and accommodating (Griffith & Dunham, 2015). Competing is high in assertiveness and low in cooperativeness. Collaborative is high in assertiveness and in cooperativeness, while avoiding is low in assertiveness and in cooperativeness. Accommodating is high in cooperativeness but low in assertiveness, meanwhile compromising is the middle of both assertiveness and cooperativeness (Griffith & Dunham,
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
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.