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Conflict
Based on the results of the Conflict Style Survey I have undertaken, my conflict style is 'compete.' It is represented by color blue. From quite an early age, through to college, I have always strived to be the best. Many of my friends have in the past claimed that I tend to be rather aggressive in seeking to attain that which I desire. Personally, I do not see any problem in standing up for myself and going for that which I really deserve. I believe that if someone does not stand up for themselves, no one else will. In disagreements, I feel that if the position I hold is founded on fact, there is no need to cede ground for any other party in the said disagreement. Sometimes, you can't just argue with facts. In the final analysis therefore, I have no problem with my style of competing.
In my opinion, I do not think that there is one best way to resolving a conflict. However, I am persuaded that my style of competing has some particularly strong aspects that could come in handy in conflict resolution. To begin with, I am of the opinion that competing is of great relevance in those instances where there is a need to implement a specific decision or where urgent action is needed. In such circumstances, seeking to persuade others to join a position...
It is also important to note that in some other instances, compromising an outcome could be disastrous. This is more so the case in those instances where the opinions or views of others are significantly or severally compromised. For instance, in emergencies, where the relevance of safety cannot be overstated, attempting to accommodate faulty views could be disastrous. Avoiding conflict in this case is also largely inappropriate. In some other instances however, competing could have some unintended outcomes or consequences. For instance, I have learnt firsthand that in an intimate relationship, this style of managing conflict could trigger or lead to retaliation and/or resentment, thus straining the relationship further. Competing may also leave some people feeling intimidated -- especially where compromise or collaboration fail to work.
Part 2
It is important to note that I do not always make use of the conflict style I have indicated above. The claim that we continuously or routinely vary our conflict styles is therefore true. In that regard, therefore, the way I handle conflict when the same is between my colleagues and I is substantively different from the way I handle disagreements with my…
In other words, the question that needs to be answered is, how did psycho-social identity differences create such deep rifts in a society that was in fact closely related by intermarriage and years of living closely together. This leads to the conclusion that there are other social and political factors that need to be taken into account in order to provide a more comprehensive understanding of the events, as
Conflict Resolution According to Forsyth, D.R. (2009), conflict resolution can be described as the techniques as well as processes undertaken in smoothing the progress of the nonviolent conclusion of disagreement. Over and over again, dedicated members of a group make efforts to come up with a solution to a group conflicts by enthusiastically relaying information regarding their conflicting intentions or beliefs to the entire group and by engaging in joint give
The author points out employees will "give in to demands, even unreasonable ones, to avoid disagreement." Finally, some employees choose collaboration to resolve problems. The author asserts that collaboration involves being interested in ensuring that the desires of all team members are met. Employees that implement this type of conflict resolution tend to be solution oriented and the resolution to the conflict often results in a remedy that neither
The same might be said for those who committed torture in the Nazi camps. Importantly, Austin et al. (2004, p. 161) note that both violence and non-violence are cumulative in nature. It is therefore important to recognize that the existence of violence perpetuates further violence, while the same is true for non-violence. This is also an important recognition in the international sphere. Schelling (1960, p. 53) notes that international violence an
Conflict Management in the Workplace Conflicts have become increasingly inevitable in the contemporary working environment because of the diverse nature of the workforce. Actually, the modern workplace is a hub of diverse cultures largely because of globalization. Globalization has contributed to workplace diversity through facilitating increased migration of people who are looking for better market opportunities, personal development, and new challenges (Prause & Mujtaba, 2015, p.13). These changes have generated numerous
conflict which has repercussions in the present time or one that is indeed actual. The following chosen conflict can actually be regarded as conflictive on two grounds which makes it all the more so important. First, hydraulic fracturing has been demonstrated to have severe environmental consequences on a negative scale which subsequently affect people's well-being. Second, as a technological development of the twentieth century, hydraulic fracturing, provided that the