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Conflict resolution theory
Conflict resolution theory
Conflict resolution theory
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Wilmot & Hocker discusses various ways to assess conflict particularly when we choose to intervene in other people’s conflicts. They discuss the system theory as one of the beneficial theories that can help us intervene when we have a conflict. A system theory is a full assessment of how the overall system works and finding communication patterns within the systems (Wilmot & Hocker, 2011). Understanding the nature of organizations can be important to a person who is trying to find out a more organized way to handle and intervene conflicts. Sometimes conflicts get to the point where you get so frustrated that it can become confusing or you can not see the interpersonal dynamics that occur. In our last unit, we learned that emotions could have The styles ask us what individual styles did each party use. The negotiation asks us are the parties able to negotiate with one another? Why or why not (Wilmot & Hocker, 2011)? As we know the case study is about the newlyweds disagreeing about domestic issues. The conflict builds out of control and shows an example of what miscommunication or poor communication styles leads to. Monica states “I have a real craving for pizza tonight. Or maybe we could go to the movies. Or maybe both!” (Davis, p. 1). Her statement was sort of the trigger for the conflict. Between Monica and Enrique’s relationship Enrique is the man of the house and Monica is the woman of the house. They both depots their roles in the house as far as what a typical household should look like. Enrique works really hard to provide for his new family and Monica works just as hard and does the house work. Their gender dictates their assigned roles within the house and it shows within their conflict. This in a way is important because it is the cause of the ongoing conflict and why it escalates. Enrique stays away from household chores meanwhile Monica submits and does them. At one point in the case study Enrique even states, “Ok. Ok. I’ll go see Jack for awhile, while you clean the house” (Davis, p.
Stone, D., Patton, B., & Heen, S. (1999). Difficult conversations: How to discuss what matters most. New York, NY: Viking Press.
doi: 10.1177/0893318988001003008. Ocana, A., & Hindman, D. (2004). Unacquainted Roommates, Conflict Style, and Relational Outcomes. Conference Papers -- International Communication Association, 1(1), 1-26. Pardo, J. S., Gibbons, R., Suppes, A., & Krauss, R. M. (2011).
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 the company of each other, silence is a device they both use. One uses it for opportunistic reasons, the other to conceal. When the conversation starts again it seems as if the couple is carefully setting the stage for a mental battle of, who can out do who, the classiest. This is where the genders split as to how they deal with conflict.
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.
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
According to the Theorists as groups turn into teams, most conflict happens in the “storming” stage of team development (De Janasz, Dowd & Schneider, 2001). First, one must understand what conflict is. Capozzoli (1999) cites Boulding’s 1962 definition of conflict as “a situation of competition in which the parties are aware of the incompatibility of potential future positions and in which each party wishes to occupy a position which is incompatible with the wishes of the other.” Conflict can be either constructive or destructive to the team and can be created in several ways. Conflict must be analyzed and understood for the team to resolve it.
I included this paper because I enjoyed the discussion about the qualities of a good negotiator. Good negotiators are usually people who are respectful others, can develop a strategic negotiation plan, and understand you have to think about certain things, like the “big picture” of a situation in order to generate creative options (Dietmeyer, 2008). One of the reasons why I included this written work in my Artifact, was for the second part of the assignment, we were required to describe a conflict scenario. For that conflict scenario, we were to evaluate reasons as to why utilizing negotiation would be wrong for that situation. Next, we were allowed to take the opposite approach, and list reasons as to why we should use negotiation techniques for the conflict scenario. I always enjoy getting to do assignments that look at both ends of the spectrum: “why should we do something and why should we not do something.” If you have ever been in therapy, it sort of like doing the “empty chair exercise” that some therapists ask you to do when a client is experiencing conflict. And essentially, the whole point of the exercise is for the individual to be able to experience different aspects of a conflict in a new manner through the “empty-chair”
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).
Systems approach is based on the fundamental principle that all aspects of a human problem should be treated together in a rational manner (Healy, 2005). I have divided this essay into relevant sections that cover an overview of systems ideas, general systems theory and ecological systems theory. This assignment will also include Germain and Gittermans life model, and it will be related back to the case study that has been provided. Limitations of systems theory will also be discussed.
The purpose of this research is to determine how emotional intelligence affects negotiation. Mayer and Salovey, in their early research on emotional intelligence in 1993, identified it as “a type of social intelligence that involves the ability to monitor one’s own and others’ emotions, to discriminate among them, and to use the information to guide one’s thinking and actions” (433). Goleman in 1995 defined emotional intelligence as “the ability to be aware of the emotions of oneself and others, to manage one’s own emotions and how they are expressed, and to manage others’ emotions” (as cited in Kim, Cundiff, & Choi 51). These abilities are ones that have the potential to impact the quality and outcomes of negotiation, which Rubin and Brown defined as “a social process through which two parties or more try to settle what each party shall give and take or perform and receive in order to satisfy their needs” (as cited in Kim, Cundiff, & Choi 50). The specific question to be answered by this research is: What role does emotional intelligence play in negotiation?
There is no doubt that conflict occurs in every human institution including professional, unions, and educational and vocational environment. However effective exchange ideas through communication can greatly minimize the effects of marital conflict. Studies have suggested that couples remain married if they successfully manage their interpersonal communication on the basis of accommodating individual differences, problem resolving skills, forgiveness, collective decision making, empathy and above all positive conflict management.
The social conflict model has two types of conflict, the social consensus and the social conflict. Dalton took the concept of informal organization from just workers to include managers and is called managerial conflict. This is a power struggle of humans using conflict to control their environment and social activities within the organization in their favor. Dalton believes it is human to use conflict to your advantage. They’re several layers of conflicts that arise between coworkers, between departments, supervisor and worker, between staff members, between different groups within the larger organization and just good old personality conflicts. Rules are made to control conflicts and behavior, but who do they benefit. They are called organizational rules but individuals implement them and either favors the individual or his group within the group. Bendix did a study on 1956 about managerial ideologies. The managers or leaders use influence within the organization to get workers to follow them and work together for the company. They use this conflict of ideas to obtain loyalty, and employees who are loyal to their company. Sometimes conflict comes from outside the organization. An example of this theory outside influence is the National Football league and spousal and child abuse. A rash of abuse cases arising from the actions of the athletes, caused outside influences to take action against the National Football League. Women and other outside groups influenced the league to implement new rules to control or change the behavior of their employees, the
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.
This model distinguishes six possible sources of conflict that may arise: incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules, and communication problem (McShane and Von Glinow 332-333). Incompatible goals involves that “the goal of one person or department seem to interfere with another person’s or department’s goal” (McShane and Von Glinow 333). Differentiation is described as the “difference among people, departments, and other entities regarding their training, values, beliefs, and experiences” (McShane and Von Glinow 333). Interdependence “occurs where individuals operate interdependently except for reliance on a common source or authority” (McShane and Von Glinow 335). Scarce Resources are a source of conflict when several persons or units require the same recourse to fulfill their goals. Ambiguous Rules occur as a source of conflict because “uncertainty increases the risk that one party intends to interfere with the other party’s goals” (McShane and Von Glinow 335). Communication Problems are a source of conflict “due to the lack of opportunity, ability, or motivation to communicate effectively” (McShane and Von Glinow 333).