Integrating Style This style indicates high concern for self and others. This style is also known as problem solving. It involves collaboration between the parties (i.e., openness, exchange of information, and examination of differences to reach a solution acceptable to both parties). Prein (1976) suggested that this style has two distinctive elements: confron¬tation and problem solving. Confrontation involves open communication, clear¬ing up misunderstanding, and analyzing the underlying causes of conflict.
He wrote the book The Joy of Conflict Resolution as an allegory to help readers understand conflict and how it develops rapidly if not managed well. The book explains and elaborates about the concept of the drama triangle. This concept defines victims, villains, and heroes to help the reader understand why conflict arises. The book was written for individuals who seek help with personal relationships such as: leaders, managers and employees in organizations; mediators, teachers, trainers, consultants and personal coaches. Gary uses the story-telling approach to transform theories of conflict management to practical workplace and home settings.
The four stages of conflicts are the latent conflict, perceived conflict, felt conflict and the manifest conflict. The first stage is the latent conflict which is defined as the stage that involves the anticipation of the conflict. This stage involves the competition for resources or inadequate communication. The anticipation of the conflict that the latent conflict causes, can increase the amount of tension around or amongst the problem. This occurs commonly when the staff verbalizes that the conflict that they are going through is going to be a problem or cause discomfort.
When this occurs, team members become more open and contribute to the tasks in an honest, yet non-combative way. They help in the decision-making process by voicing their opinions, thoughts, and ideas, which creates a great commitment. Members feel as though they are important and valued within the team. Negative or A-type conflict in a team is the opposite of C-type. “A-type decreases the effectiveness of the group by allowing personal feeling or someone’s own agenda to
All of us convey judgments about others' attitude, values, and behaviors. Some of the judgments are well thought out; yet, others are more mechanically offered. At times, judgments are made to belittle the receivers. Other judgments are communicated to make critics appear superior or powerful rather than to support or enhance receivers. I would like to say that constructive criticism creates a nice platform which nurtures us to make ourselves competent and proficient.
Build understanding a. Discuss one issue at a time b. Clarify assumptions c. Explore interests and feelings Now that everything has been stated and everyone is ready to move on, there should be an effort to identify and approach topics both parties view as important. This step should be executed carefully: make sure to avoid finger pointing, using pronouns, and implying responsibility on anyone in particular. By using neutral, inoffensive language, a sense of ease is created – the last thing you want in these situations is for anyone to feel attacked, as the issue may escalate even further. If done right, there should be room and acknowledgement to create an agenda of things to work towards.
When conflict is in play, many times consequences are a result, but it does not necessarily have to be bad. Having an argument or dispute can be helpful in some ways because it helps establish boundaries and receive valuable insight on other’s opinions. The management of conflict is essential because it will help an individual know the necessary skills in how to deal with everyday life. Individuals should know that the way that the conflict is handled or the way the disagreement is conveyed is important since it is how the person shows character. Individuals should know how to manage conflict in a positive manner in order to have a suitable and
Although some argued that inter-group conflict occurs naturally, there are also other causes that might spark the conflicts between groups. These causes can be taken from different aspects which is economically, institutionally and culturally. All these causes may also lead to prejudice and often would cause discrimination. The Realistic Group Conflict Theory further explains that the goals between different groups and its individuals causes conflicts because every group feels that they have the urge to compete with the other group to obtain the goal. Muzafer Sherif conducted an experiment on this which is remarkably
Conflict resolution happens often in the workplace that can either drive or disturb employees, supervisors, a team, and an entire organization. When supervisors allow conflict resolution to fester without taking immediate action, it can lead the organization into an unhealthy environment. In this paper, the topic for discussion will analyze various strategies that can be utilized to control and manage conflict resolution in the workplace, and the role of the supervisor during conflict resolution situations. In addition, a discussion will include how the workplace and its customers are impacted by a diverse workforce. Conflict Resolution Conflict in the workplace is inevitable, especially in a diverse workforce where employees possess different approaches to his or her job and come from various backgrounds, who share a common work space within an organization (SHRM, 2015).
Conflict is defined as an interactive state manifested in compatibility, disagreement or difference within or between social entities such as individuals, group, or organization (Tsega, 2000). This implies that conflict is the stage of disharmony between incompatible person and ideas or interests simply a clash. Conflict is an overt behavior that results when an individual or group of individual thinks a perceived needs of individuals has been frustrated or is about to be frustrated. Conflict occurs because individuals have different perception, beliefs and goals (Ritzer, 2008). Conflict is a common incident and quit frequent in human interaction.