Managing Conflict Essay example

Conflict cannot be eliminated from the workplace therefore learning appropriate conflict-handling skills is important. It is imperative nurses learn how to effectively handle conflict in the work environment (Morrison, 2008). According to the Conflict Resolution Questionnaire Analysis, my style of conflict resolution is Collaborating. I believe that working together will get better results than working alone, a win/win situation. I can express assertiveness, cooperation and welcome differences of opinions. I will listen to the opinion of others and will give you mine as well.

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress.

Separate assessments of my conflict style reveal that I have become primarily attuned with the integrating style of conflict management, which came as no surprise to me, as I found the results of the assessments to be accurate. However, the assessments also showed that I was nearly equal in the compromising style, leading them to be a near tie. I would be the first to admit that his has not always been the case. It has taken a fair amount of life experience and focused effort in order to move away from the predominate style of compromise

There are different conflict management styles, the dictatorial style, which insists that things are addressed their way and the low self -esteem style, which just allows others to have it their way. It is up to the individual to decide which way works for them. Additionally, the abdicator handles conflict by bowing out or walking away. This method is unhealthy because it robs the offended growth opportunity, which results from working through issues (Pegues, 2009, p.49). Another style is the collaborator, which often involves cooperation and pulling together to reach a common purpose and are emotionally balanced.

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Avoiding an issue is one way a manager might attempt to resolve conflict. This type of conflict style does not help the other staff members reach their goals and does not help the manager who is avoiding the issue and cannot assertively pursue his or her own. However, this works well when the issue is trivial or when the manager has no chance of winning.

In team settings, individual team members generally handle conflict in five key ways as identified in an adaptation of the Thomas-Kilman Conflict Inventory (1976): Avoidance, Accommodation, Competition, Compromise, and Collaboration. All five conflict styles can be both beneficial and/or costly to individual and team success. It can also be argued that all five conflict styles may be useful to resolve conflicts under certain circumstances. Please review the five conflict styles listed below:

Being in management myself I know that proper communication and effectively dealing with conflict are very important. The way that we resolve conflict is through proper

Each person has a characteristic personality. Such a style reflects our unique wants, needs, and values. In conflicts, there are specific global patterns that can be identified that are reflective of how individuals deal with such challenges. These global patterns consist of five approaches to conflict management: Competing, Collaborating, Compromising, Avoiding, and Accommodating.

Conflict is defined as the behaviour due to which people differ in their feelings, thought and/or actions. Collins (1995) states that the conflict is a ‘serious disagreement and argument about something important’ and also as ‘a serious difference between two or more beliefs, ideas or interests’ (cf. Kumaraswamy, 1997, p. 96). In general it is believed that conflicts are the underlying cause of disputes. In other words, dispute is a manifestation of the deep rooted conflict. A dispute is defined as ‘a class or kind of conflict, which manifests itself in distinct, justifiable issues. It involves disagreement over issues capable of resolution by negotiation, mediation or third party adjudication’

Conflict Issue: Conflict raise when one party makes dis agreement with other party or make reply with negative impact. One party thinks he or she is right while other party thinks absolutely wrong. For this particular case analysis I can say Joe was working as an Assistant Manager which is management level job position. To performing this kind of job leadership role is required. Joe had significantly personal issues such as his school and family time due to his wife pregnancy. There was management pressure from Jim how to improve customer service, hiring new people to fill-ups. From Jim side he wanted to more productivity and expectations was too high. From Joe’s side he was in conflict how he can ask for time off while Jim was giving more work. Joe was hesitated to ask Jim about the time off. So Joe’s mind was upset and he was thinking about his family and his study. His behavior was not good with other coworker because his depressions.

By January 2011, the top two levels had made significant progress, and there was general agreement that in order to cascade the new high-performing-team model further down in the division, another tier should be aligned. This time, individual contributors and managers from the first three tiers—a total of 90-100 people—were included in a special multi-tier team alignment session.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

India is the center for many serious ethnic and religious conflicts. India is an extremely diverse place with people from different religions, cultures, languages, etc. The two main religions, Muslims and Hindus have had serious conflict for hundreds of years. There have been constant battles, and wars fought between these two religions. Each religion has grown hatred for the other over the many years of fighting. “This struggle has raged since Islam spread into the Indian Peninsula in the early 700’s… this tension was a major factor in the partition of the British colony of India into the new states of India and Pakistan” (“Hindu Muslim Conflict in India”). This feeling of complete hatred is a hard emotion to break. Both religions seem content in their ‘feelings’ toward one another, and don’t seem to want to come to a resolution; which is very disheartening.