Conflict Style Analysis Paper

A major benefit of dealing with people in work places and outside of work is dealing with conflict. Disagreements can easily cause individuals to have confrontations which isn’t always easy to resolve or ignore the situation. When trying to handle conflicts, we need to be aware of the ego state the

Hocker, J. and Wilmot, W. (2014). Interpersonal conflict (9thed). New York, NY: McGraw-Hill Companies, Inc.

Conflict is inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We

In the article “Personal Conflict Styles” author Ronald B. Adler, Russell F. Proctor II, and Nell Towne teaches us that when communicating one’s needs in a conflict situation, there are clear differences between nonassertive, directly aggressive, passive aggressive, indirect, and assertive behaviors. Nonassertive is one of the behaviors one might show. Nonassertive is the inability or unwillingness to express thoughts or feelings in a conflict. Sometimes nonassertive comes from a lack of confidence. One study revealed that dating partners do not express roughly %40 of their relational grievances to one another. In contrast to non assertion, direct aggression occurs when a communicator expresses a criticism or demand that threatens the face

Communication in conflict can be both constructive and destructive. Those who communicate constructively, or productively, emphasize both themselves and

In close relationships, I tend to use the compromise style and in non-intimate relationships, I tend to use accommodation. In the close relationship, I choose my mother and in the non-intimate relationship, I choose the manager in my workplace. I think the inventory was relatively accurate in assessing my conflict behavior. When I have different opinions with my mother, I tend to make a compromise. When I have a conflict with the manager, I prefer to accommodate his opinion. My conflict behavior in the two types of relationships is similar. First, I want to solve the conflict in a short time. Second, I do not want to escalate the conflict. In compromise, I strive for my self-interest and try to find a middle ground with the partner without

The influence of dominance, power, and class through societies have taken a huge role in why conflict theory is present in the corruption of the global system. This is also a major social problem because "the concepts of power in society - including top-down domination and resistance from the bottom- is an important element in the modern conflict perspective in sociology..." (Tepperman, Albanese & Curtis, 2014, p. 16). Therefore, the power in society is just another sociology perspective of a conflict. Conflict theory is shown to be inferior or superior in many different cases. This theory is illustrated through schools, and everyday jobs such as "teachers, judges or parole officers" having power over other individuals (Tepperman, et

One of my dominant conflict handling styles was the avoiding style. This means that I avoid conflict rather than address the problem at hand, in addition to downplaying the severity of the problem all together. I had problems with my roommate freshman year, and we did not get along very well. There were several instances where his choices affected my living situation, and I did not feel comfortable being in the room. Instead of communicating these concerns to him, I just suppressed them and vented to my friends and family about the problem. I usually just got over the problem and we ended up cohabitating and leaving on good terms at the end of the year.

Conflict theories that society struggle for social status, political power, and wealth. Conflict is a part of every relationship and society. The Marxist theory helps to analyze social relations. The Power elite theory has three levels, the social structure which consists economic, political, and military high positions. Interest group (pluralist) theory states that no one group is in charge of all others.

There are three unmistakable sorts of conflict: relationship, undertaking, and strategy conflict. Relationship conflict is near and dear, mindful, and furious. Generally called A-sort conflict, eager conflict, or passionate conflict, it is built up in disdain, individual pounding, personality clashes, feeling of self, and strain. Persons who are high in motivation to get relationship-incapacitating information, or MARTI, make more abominable attributions about their partners and are more inclined to ban arranged assembling people from joining their social affair and plan to reject them in case they do get the chance to be people. Undertaking conflict, or scholarly conflict, is, all things considered, depersonalized; generally called C-sort

Conflict management in general sounds so easy, but that is not true. Conflict management has to do with everything that we do in our everyday life. It is so important that everyone should learn about it. We learned in class that there are five conflict styles, according to Kilmann conflict mode instrument, the styles depends on assertiveness and cooperativeness. There’s no wrong or right style, and it always depends on the person and on the situation. So in this paper I’m going to explain the 5 conflict styles and what I think about them.

After reading the Peer Reviewed Journal “Effects of taking conflict personally on conflict management styles across cultures” by Eun Joo Kim, Ayano Yamaguchi, Min-Sun Kim, and Akira Miyahara, it really drew me in as I sometimes take conflict personally and am exploring different ways not to get so sucked in, what I really wanted to see how I stacked up against others.

Conflict resolution is an integral aspect of human interaction, but many people fail to navigate through it successfully. This course covered the many components that can lead to successful resolution. Two segments specifically differentiated themselves from the rest; the discussion focused on interests, not positions, and the section on the use of objective criteria. My behaviors have been positively altered by the aforementioned concepts and I have experienced higher success as a result.

Being involved in a close relationship with a significant other can bring many opportunities for people to grow as a couple and individuals, which allows them to learn more about themselves and how to care for another person. Although an intimate relationship can bring happiness and positivity to one’s life, conflict is a normal human interaction, and, as a result, it is inevitable in close relationships. However, depending on how the couple handles arising conflict, it can either have constructive or destructive outcome, either making the relationship stronger and more satisfying or irritating and dissatisfying. There are an abundant ways for conflict in intimate relationships to occur, and can be about nearly anything, ranging from money to who does the dishes (Miller, 2015). In fact, John Gottman, a psychologist known for his work on marital stability and relationship analysis, theorized three different conflict types people can exhibit when conflict emerges in a relationship: avoidance, validating, and volatile (Busby & Holman, 2009). People with avoidant styles try to avoid conflict altogether (Gottman, 1993). Those with validating styles tend to address conflict more calmly and put emphasize on the importance of understanding each other’s points of views (Miller, 2015). In contrast, people with volatile conflict styles have frequent and passionate arguments and are not afraid to disagree with one another (Busby et al., 2009). In an online article featured in the

Conflict tendencies/style. The ability to navigate conflicts is an essential skill for everyone to possess, conflicts will happen in all walks of life. Question twelve found that I experience low amounts of conflict, rating me a seven of a possible twenty points (McGraw-Hill, n.d.). This tells me that I do a good job of avoiding conflicts in the workplace; what is unknown is if that is due to my personality or my workplace. Question thirteen determines your preferred conflict style which is integrating, a thirty-four out of thirty-five (McGraw-Hill, n.d.). I often integrate others suggestions so that everyone can feel that they have had input. This tends to reduce conflict, but I must be careful not to integrate poor input. Question thirty nine also addresses conflict style; I scored a fifteen on forcing, compromising, and collaborating (McGraw-Hill, n.d.). Compromising and collaborating show that I can