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Conflicts and conflicts resolution
Importance of Conflict Management
Conflicts and conflicts resolution
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One of my greatest downfalls is that I am very disorganized both at home and work. I find that when I have a lot going on in my life, and I am facing times of chaos my disorganized tendencies worsen. I find that when I am in a disorganized state of mind the rest of my world is just as disorganized. I have had this weakness for my entire life, and I have struggled to grow past it. Some ways that I try to keep it under control is to reorganize once a week. I try to clean my car, my desk and my room at least once a week to get rid of unnecessary things, and reorganize the necessities. I find my desk at work is more manageable because I have a spot for everything. New work gets put in a designated tray, completed work gets filed in the necessary …show more content…
I didn’t always have this skill, however my experience at the West Detention Centre exposed me to far more conflict than I ever thought I would be exposed to. I feel that working in an institution contributes to people attitudes, and I am a strong believer that one’s situation is only what you make of it. I was fortunate enough to used my conflict resolution skills to defuse the conflict that I was approached with. I was able to take the conflict and channel my energy into my work, not only benefiting my work ethic, but also aided in defusing the conflict. I have also come to realize that not al conflict in the work place is personal and needs to be dealt with appropriately. In my personal life, I deal with conflict by having a discussion with the person with the conflicting views. I like to put myself in the perspective of the other person and I will often ask myself, how I would feel if I were on the other side. That then gives me an opportunity to see the perspective of the other person, and I can better understand why they are feeling the way they are, and compare to how I’m feeling. Usually I am able to calm down work together with the person to work through the
New York required that steamships operating in its water had a license to do so, and so a monopoly on issuing such licenses was awarded to Robert Livingston and Robert Fulton in response to their rewarding innovations in steam engines. Aaron Ogden (P), the governor of New Jersey, persuaded the New Jersey legislator to grant him a similar “monopoly”. His aim was to cut into Livingston’s steamer business between New York City and New Jersey. Ogden’s New Jersey monopoly was then repealed so, he crossed the border to New York City where he asked the heirs of deceased Fulton and Livingston to grant him a license to run ships between New York and New Jersey. Thomas Gibbons (D), Ogden’s former business partner, started up a ferry business on an unscheduled route between Elizabethtown, New Jersey and New York City. Ogden sought an injunction, in the New York courts, against Gibbons, and won the basis that he had a New York state license for steam boating. Gibbons appealed to the Supreme Court on the fact that he had a government granted steamboat license.
Throughout history the way we live, the way we interact with other people and the way and reason we create art has been carefully structured by countless factors that we encounter every day of our lives. Many of these factors can be grouped together and categorised as 'Psychogeography', the term coined by French theorist Guy Debord in 1955. Debord's definition described the term as 'the study of specific effects of the geographical environment, consciously organised or not, on the emotions & behaviour of individuals’(1), in his work he deeply considered the effects that physical structure in the environment has on the way humans interact with each other and the space they inhabit. Guy Debord was a part of an organization that encouraged and supported the ideas of like minded artists, theorists and intellectuals called the 'Situationist International' (SI), whose ideologies were of prioritising the study and discussion of real life; temporal subjects that concerned modern society. A principle cultivated by the SI that closely relates to psychogeography is the idea of dérive ("drift"). Debord illustrates the theory of dérive as an environmental distraction, 'In a dérive one or more persons during a certain period drop their usual motives for movement and action, their relations, their work and leisure activities, and let themselves be drawn by the attractions of the terrain and the encounters they find there'(2). Dérive alludes that when humans detect changes in elements of our geographical surroundings natural instinct causes us to change our paths. Debord also describes the act of dérive in a way that connotes the idea of invisible auras that surround individual locations, "The sudden change of ambiance in a street within the spa...
Conerly (2004), further states two things attribute to the way conflict is managed. One is the importance of meeting your own goals and the other is the importance you attribute to relationships and wanting to get along with others.
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
Avoidance of conflict has always been a part of my life. I don’t identify with conflict being a means to an end. I strive for harmony in all areas of my life and am overly sensitive to what I identify as negativity. This perspective has resulted in me going to extremes to please another or being exceedingly sensitive to what is meant to be constructive criticism. For example, when I get questioned on my approach on a particular situation, I get instantly defensive because of my heightened sensitivity to keeping everything in accord. I now realize that it is not always black and white when it comes to conflict; there is a grey area. Sometimes there needs to be differences to come to a mutual
The article “5 Keys of Dealing with Workplace Conflict” by Mike Myatt discusses how strong leadership and effective conflict resolution is what separates bad leaders from good ones. Mike sets the stage for this article by asking the question “How many times over the years have you witnessed otherwise savvy professionals self-destruct because they wouldn’t engage out of a fear of conflict?” (Myatt, 2012) He discusses how attempting to hide from conflict, while hopping it passes you by is a very ineffective way of conflict resolution, because conflict very rarely resolves itself and escalates if not dealt with proactively. Mike goes on to describe how “every workplace is plagued with manipulative people who use emotion to create conflict in
My room, car, backpack, and anything that I own is a mess. I hear these words “how do you find anything in this place?” come out of my mom's mouth almost everyday. Even though it seems like a disaster to everybody else, I have a place for everything within each and every mess. Another term the test used was “undependable.” I hate to admit it but I am not the person to be depended on for anything. I have to write myself a note just to set my alarm each morning. I forgot almost everything said to me. As I am sitting here writing this, I just remembered I forgot to grab prunes for my pantry at work about an hour
In life, a person experiences different types of situations that bring forth certain emotions and behaviors. Oftentimes, it benefits people if they try to look inside themselves to discover why they act a certain way during various moments of their lives. In this essay, I will be investigating my own reactions to life events and discovering certain positive elements that should be encouraged or any negative aspects of my behavior that need to be changed.
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).
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.
In today's fast paced world often times we don’t realize how we go through life at full speed never slowing down to just stop and take a breath. Always trying to get to the next appointment, teachers meeting, and get togethers with friends and family; time is fleeting. For the people out there that have no problem with organizing their life I applaud you. Being able to manage everything without missing a beat is something I wish I was accomplished at. But my outside obligations to work, and family are constantly getting in the way of my schooling.
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.
Heathfield, Susan M. "How (and Why) to Hone Your Conflict Resolution Skills." The Balance. About, Inc., 15 Sept. 2016. Web. 24 Apr. 2017.
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
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