Two goals determining the type of conflict-managing behavior are assertion and cooperation: assertion refers to an effort to challenge the other party; and cooperation refers to an effort to find a suitable solution. Depending upon the intensity of each purpose involved, there are five types of conflict handling behavior (Thomas and Kilman, 1976) as described by Meir (2011) shown in the figure below. Competing or dominating style is when we want to achieve our goals and objectives but we do not want to cooperate with the other group. . In this case an individual shows assertive and non-cooperative behaviors.
Dispute is associated with distinct justifiable issues. Generally the process of dispute resolution lends itself to third party intervention. It is concluded that effective management of conflicts and disputes would be furthered by separating the two fields, and particularly by applying a more stringent structuring (Peter, Michael and Edward, 1998). John Burton (1990) has suggested that Disputes are short-term disagreements that are relatively easy to resolve. Burton has referred the conflicts as Long-term, deep-rooted problems that involve seemingly non-negotiable issues and are resistant to resolution of the problem.
Commitment is an engagement or obligation that restricts freedom of action and consistency is the conformity in the application of something, typically that which is necessary for the sake of logic, accuracy, or fairness. Consensus is a general agreement among members of a group that can afford to take a decision without voting. A consensus characterizes the existence among members of a group of general agreement, positive and unanimous that can afford to take a decision or act together without special deliberation The principle of liking involves “the perception of safety and belonging in communication.” WRITTEN ASSIGNMENT UNIT 6 BUSINESS ENGLISH TERM 1 4 I will describe a real-life situation, where I was tasked with persuading a group at my place of work to do something that I wanted them to do. I worked at Office supply Company S.A and
Campbell & Foster (2007) introduced the extended agency model. They have viewed narcissism as having three basic ingredients: a positive self, a relative lack of interest in warm and caring interpersonal relationships, and reliance upon self-regulatory strategies. The positive self is the perfect and inflated view of the narcissist. Lack of interest in warm relationships is related to the communal traits. Self-regulatory strategies are those used for regulating the self in order to make themselves look and feel positive, special, successful, and important.
A. Broken method- It involves resaying what you want, time and time again, without increasing the tone of your voice, becoming angry, irritated, or involved in side issues. The key is to stay calm, be very clear in what you want, stick to the point and not give up. One should accept a compromise only if one is happy with the outcome. B. Fogging- Fogging is a helpful technique if a person is behaving in a manipulative or aggressive manner.
According to Thomas, K.W., and R.H. Kilmann, the five strategies which can be used for the purposes of conflict resolution include: i. Accommodating: This involves cooperation which may come at one’s own expense, and actually work against one’s own goals, objectives, and desired outcomes. This approach is effective when the other party is the expert or has a better solution. It can also be effective for the preservation of future relations with the other party. ii. Avoiding: This is when one simply avoids the issue.
Some conflict is mental whereas some are practical. Some conflict is occurring in individuals some are in groups. Generally when two parties or group 's are differ from their post, values, desires, goals, interests, preferences, and emotions then in this situation conflict arise. According to Coser "Conflicts involve struggles between two people or more people over values, or competition for status, power and resources." Conflict is related to human behavior, thoughts and views.
Even though the requester may only have agreed to a trivial request out of politeness, this forms a bond which – when the requester attempts to justify the decision to themselves – may be mistaken for a genuine affinity with the requester, or an interest in the subject of the request. When a future request is made, the requester will feel obliged to act consistently with the earlier
It refers to a situation in which groups take antagonistic actions toward one another to control some outcome important to each. Realistic group-conflict theory (Coser, 1956; Levine & Campbell, 1972; Sherif, 1966) maintains that intergroup conflicts are rational “in the sense that groups do have incompatible goals and are in competition for scarce resources.” Thus, group conflict involves purposeful struggles between collective actors who mobilize the group power to defeat or remove opponents and to gain status, power, resources and other scarce values. Groups mobilized due to the fact that the benefits associated with the outcome of intergroup conflicts (e.g., territory, political power, status, pride) are public goods that are non-excludable to the members of a group, regardless of their contribution to their group’s effort (Rapoport & Bornstein,