...Conflict Styles Profile Paper The Thomas-Kilman conflict mode instrument survey is mostly fit in my current situation. Therefore, I’m going to use Thomas-Kilman’s survey result for my paper. I got a highest score from ‘Accommodation’ conflict style which is unassertive and cooperative; neglecting your own concerns to satisfy the other person; self-sacrifice; “ kill your enemies with kindness” or “I’d do anything for you”; concern for other; lose-win approach. Secondly, I also got a high score from ‘Avoidance’ conflict style which is unassertive and uncooperative; unwillingness to address the conflict; “leave well enough alone,” “leave bad enough alone,” or “It’s unimportant”; little concern for self or other; lose-lose approach. In my current situation, I mostly used these two conflict styles as well, but I also used ‘Compromise’ conflict style too. One obvious thing is I never used ‘competition’ conflict style in this situation that I got lowest score. What happen was I needed to find cheap place to live in order to save the money. Therefore, I was looking for cheap rent for rooms from variety online websites whenever I had a time. But these days, finding a cheap and good room is very hard compare to few years ago. I suddenly realized that my friend’s house has a loft that has little space on the second floor. He is my best friend and he lives with one more female roommate also one of my good friend. I called him to ask about loft where I might able to live and he said,...
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...Conflict Style Assessment and Analysis Paper Sue Parks SOC 350 – Conflict Resolution Siena Heights University October 22, 2015 INTRODUCTION A conflict has arisen so what do we do to manage the conflict? Does it matter how we manage the conflict? My answer to the second question is that it absolutely does matter how we manage the conflict. We encounter conflicts in every facet of our lives; at work, school, home, and even while we are out shopping. Analyzing our conflict style better equips us for when we encounter conflicts, and ultimately develop better relationships. We will be delving into my assessment results, looking into my strengths and weaknesses then figure out what will help me be able to effectively manage conflicts. After the Conflict Style Analysis assignment that I had taken, I then was able to compare my results with the results from the two evaluators that know me. My own results showed that I exhibit avoiding conflict both at home and at work. It also showed that I also exhibited compromising and integrating conflict styles at work not just avoidance. I cannot say that I was surprised that my dominating style was avoidance, taking the assessment only confirmed what I knew. When comparing my results with my two evaluators I was a tad relieved by the consistency but a tad surprised as well with a slight variance from one of the evaluators. BACKGROUND/RESEARCH This assessment was completed by using Application 5.1 Assessing your Conflict...
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...Personal Conflict Style Inventory How Do I Respond to Conflict? Instructions. Consider your response in situations where your wishes differ from those of another person. Note that statements A-J (Part One) deal with your initial response to disagreement; statements K-T (Part Two) deal with your response after the disagreement has gotten stronger. If you find it easier, you may choose one particular conflict setting and use it as a background for all the questions. Please Note. The reflection this inventory can create is more important— and more reliable — than the numbers the tally sheet yields. There are no "right" or "wrong" answers, nor have we "standardized" this instrument. Some takers agree with the results; others disagree. Whether you like the results or not, you should rely on them for an accurate picture of yourself only after further self-scrutiny and discussion with others. The inventory is merely a tool to enable these larger tasks. Part One Circle one number on the line below each statement. A. WHEN I FIRST DISCOVER THAT DIFFERENCES EXIST, I make sure that all views are out in the open and treated with equal consideration, even if there seems to be substantial disagreement. Not at all Characteristic Very 1 2 3 4 5 6 Characteristic B. WHEN I FIRST DISCOVER THAT DIFFERENCES EXIST, I devote more attention to making sure others understand the logic and benefits of my position than I do to pleasing them. Not at all ...
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...Intercultural Conflict Management How should we define an intercultural conflict? Is there any difference between a conflict and an intercultural one? The following chapter, which is a summary of the chapter “Constructive Intercultural Conflict Management” (Stella Ting-Toomey, Communicating Across Cultures, 1999, pages 194-197), attempts to answer these two questions. At the end of the chapter, we also include an extract of the “Intercultural Conflict Style Inventory” (Mitchell Hammer, 2002) 1. Definition of intercultural conflicts “Intercultural conflict is defined as the perceived or actual incompatibility of values, norms, processes, or goals between a minimum of two cultural parties over content, identity, relational, and procedural issues. Intercultural conflict often starts off with different expectations concerning appropriate or inappropriate behavior in an interaction episode.” (Ting-Toomey, 1999, p.194). Another author holds a similar view: “Conflicts are always cultural, since we are all cultural beings. Yet the very definition of conflict is challenging because of our cultural ways of seeing”. (Michelle Le Baron and Venashri Pillay, Conflict across Cultures, 2006, page 13). According to Le Baron, conflict occurs at ← the material level, or the “what” of the conflict; ← the symbolic level, the meaning of issues to the people involved, especially those meanings that resonate with peoples' identities, values, and worldviews; ← and the...
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...Conflict Resolution in the Relationship Coaching Model Vernon Brant Liberty University Abstract The purpose of this paper is reflect on the information gathered as it pertains to conflict resolution in the field of relationship coaching. A brief description of conflict resolution styles will be discussed as well as how individuals process information. Individual personality types and assessment tools will also be addressed as to how they play a role in conflict resolution. Basic strategies for conflict resolution will be suggested and reflected upon. The conclusion of this paper will contain the thoughts of this student author and how the learned principles of conflict resolution will affect his coaching endeavors. Conflict Resolution in the Relationship Coaching Model From the start of time man has struggled with conflict; both in the interpersonal sense as well as in relationships. The Bible gives an account of when sin entered the world the in chapter three of Genesis. Here the reader learns how God became conflicted with Adam. Adam quickly became conflicted with Eve and blamed her for the situation at hand. Not to be undone, Eve became conflicted and blamed the serpent for their troubles. Eventually Adam turned the tables and blamed God for the whole ordeal (NASB). So we see the need for some sort of resolution and hopefully in today’s times that resolution will not be as harsh as what God had in store for Adam and Eve. This student author has a passion for marriage...
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...Personal Conflict Management Style Paper Mark A. Pitts Comm/330 July 1, 2013 Analyzing Personal Conflict Management Style Paper This paper describes three conflict management styles. I discuss the conflict management style I use most frequently, and why? And the difficulties I encounter in dealing with others who use different conflict management styles. In the paper I discuss advantages and disadvantages of each conflict management style. In conclusion I will describe conflict avoidance and its interrelationship with conflict management. The three conflict management styles are (1) Competition, (2) Compromise, and (3) Collaboration. The competition conflict-management style occurs when people stress winning a conflict at the expense of one or more other people. People who have power or want more power often seek to compete with others so that others will accept their point of view as the best position. The compromise style of conflict management attempts to find a middle ground—a solution that somewhat meets the needs of all concerned. The word “somewhat” is important. Although on the surface a compromise can look like a “win-win” approach, it can also create a lose-lose result if nobody gets what he or she wants or needs. When trying to reach a compromise, it comes with the expectation of losing something and winning something simultaneously; it is also expect that others win and lose as well. As shown in the compromise style, there...
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...Strategies for Conflict Management in Nursing Carmen Buzea Lewis University Almost J, Doran D, Hall L, Laschinger H. Antecedents and consequences of intra-group conflict among nurses J. Almost et al. Antecedents and consequences of intra-group conflict. Journal of Nursing Management [serial online]. November 2010; 18(8):981-992. Available from: CINAHL Complete, Ipswich, MA. Accessed October 3, 2013. A research made at Ryerson University, in Toronto by Almost J. PhD, RN, Doran D, M, PhD, RN, FCAHS, MC Gillis Hall L, PhD, RN, FAAN, and Spence Laschinger H,K, PhD, RN, FAAN, FCAHS, test a hypothetical model between nurses and also conflict management style that result in job stress and job satisfaction. One of the main reason that contribute to nurse shortage derived from conflict among nurses that have also a negative impact on the retaining of competent staff and patient care. The outcome of conflict can be both functional and dysfunctional, but the workplace relationship consist more of dysfunctional conflict rather than functional conflict where in conjunction with a better collaboration and support can result in less job dissatisfaction that is the cause for nursing shortage. Studies are made and conflicts between doctors and nurses are reported but the most stressful type of conflict that result in job stress remain among nurses. Four studies were analyzed and provide provision for the previous circumstances of conflict in nursing work place. Core self- evaluation...
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...ESE 633 Week 1 Assignment Assessing Conflict Styles To Buy This material Click below link http://www.uoptutors.com/ese-633-ash/ese-633-week-1-assignment-assessing-conflict-styles In this assignment you will demonstrate your understanding of the following learning objectives: Recognize the importance of knowing personal strengths and weaknesses in conflict resolution. Determine some causes of education-based conflict. Evaluate problem solving and negotiation strategies to resolve education-based conflict. Additionally, completion of this assignment represents mastery of Course Learning Outcomes 2 & 3. Within the field of special education, collaboration among team members with differing personalities and opinions is commonplace. Being a leader in education means learning to proactively problem-solve and manage differences by embracing multiple viewpoints. In education, sources of contention may include conflicting educational placement or transition goals, different personality styles among team members, limited financial resources or services, contrasting communication techniques, and contrasting academic or post-graduation values (Meier, 2011). Each person handles these points of conflict based on their level of comfort and communication style. With a self-awareness of your individual methods and styles, you can increase your effectiveness in resolving education-based conflict. The Thomas-Kilman Conflict Mode Instrument is a self-assessment and scoring tool...
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...Communication in Resolving Team Conflict John Cathey 50023176 Manuscript Assignment MGT 567.01W: Managing Groups & Teams Abstract Organizations have been creating teams in an effort to improve communications, processes, respond to customers, or develop new processes or services. Conflict within teams is not new nor is it unexpected or always destructive. Organizations are looking at new ways to form teams and technology has increased the ability to form teams from diverse locations. Teams no longer must be formed from a single location, there are now virtual teams. These teams may be made up of members from different time zones or countries. There is also a new form of team to explore, communities of practice, a group of people that share information, insight, tools, and experience about a subject or area of interest (Kerno & Mace, 2010). What types of conflict arise in these types of teams, do managers need to manage the conflict differently, or does conflict affect these teams differently? This paper looks at the types of conflict found in each of these teams as well as the impact conflict can have on team productivity. It is important for those managers responsible for teams understand the impact of conflict and how to successfully manage it to ensure the team meets or exceeds the goals set by the organization. This paper will provide some insight to assist managers with that task. The Importance of Communication in Resolving Team Conflict Managers know that...
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...Analyzing Personal Conflict Management Style Joyce Jones COMM 330 July 21, 2014 Jennifer Ruthruff Analyzing Personal Conflict Management Style The three types of conflict management styles that will analyzed in this paper is avoidance, accommodations, and collaborating. I will also discuss the conflict management style I frequently use and why. Then I will explain the difficulties that I have in dealing with other who use different conflict management styles. Then I will also discuss how avoidance and its interrelationship with conflict management conflict. The first-conflict management style I will review is the avoidance style.” Avoidance is when people try to ignore disagreements.” (Bebe & Masterson, 2009 p.g. 161) People who use this style usually they swallow their feelings they smile even though they are upset or feeling pain. They conduct themselves in this manner because they are more concerned with other people emotional state more than theirs. Avoiders also change the subject to circumvent a conflict. An avoider may also change the subject to avoid a conflict. When they find a conversation to stressful to deal with they change the topic of the conversation. This style is the least likely style that will resolve a conflict. There are advantages and disadvantages of this conflict management style. The disadvantages of this style is emotions remain escalated and it could signal to others that you do not care. The advantages of this management style is that it...
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...Writing a paper either individually or in a group, there are many things to consider other than just the writing itself. Selecting a topic to write about is different by yourself as opposed to a group. When writing alone, you don't have anyone else to contend with, so the choices are easier to make. However, you may not have as many options as you would working in a group, many people working together will come up with a much larger range of topics. Either way has its benefits as well as its problems. Having more topics to pick from will give any paper a much richer material base to pool from, but at the same time having to deal with many people means that things may not always go smoothly, as some members of the group may not see eye to eye on every topic. On the other side of that, one person writing a paper will have fewer problems picking a topic, but at the same time will not have as many to choose from as someone working in a group. One thing both ways of writing a paper have in common is that you still have to pick one subject to work with, regardless of how many people are working on the paper. And depending on the subject that you have to work with, a group or individual may come to the same conclusion in a short amount of time. When writing in a group, it can be more difficult to edit work as more than one person is writing it. When you write by yourself, the revisions can be a bit easier as you can have a better vision of the finished product as well as the fact that...
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...Conflict Management in the Workplace Introduction Conflict management in the workplace is an issue that every leader, manager, or employee has to deal with at one time or another. The basics of conflict management include improving communication, teamwork, and a systematic approach to solving the disagreement. This paper explores various techniques that can be utilized to manage conflict in the workplace. Workplace Conflict Management Conflict is defined by Hellriegel, Slocum and Woodman as “the process in which one party perceives that its interests are being opposed or negatively affected by another party” (p. 362). Sometimes conflict that be a positive force within an organization, while at other times it is a negative force. An example of conflict as a positive force is that the creation and resolution of conflict may lead the company to constructive problem solving. It may also lead people to search for ways of changing how they do things. The conflict resolution process can ultimately be a stimulus for positive change within an organization (Hellriegel, Slocum and Woodman, p. 364). However, conflict may also have serious negative effects on an organization. For example, conflict may divert efforts from goal attainment or it may deplete resources (particularly time and money) (Hellriegel, Slocum and Woodman, p. 364). Conflict also may negatively affect the psychological well-being of employees and cause stress (Hellriegel, Slocum and Woodman, p. 364)...
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...Leadership, Teambuilding, and Communication BUS 322 December 14, 2012 Abstract This paper is about how leadership, teambuilding, and communication can affect an organization. The organization that was researched for this paper is The College Board. This paper also shows how to be a good leader and implement the right leadership style for the organization. There are different types of interpersonal forms of power and it is important to outline what type to use in each organization. This also shows the conflicts that arise when being in a team setting and how to overcome them with different conflict management styles. There are communication barriers that can arise in an organization and this shows how overcome those barriers. This paper is showing the different things that come up in an organization and tries to make the best recommendations for The College Board to manage it the right way. Leadership theories and forms of power Leadership has many different theories from the traditional and contemporary to the emerging theory. According to Nelson and Quick (2013) “Leadership in organizations is the process of guiding and directing the behavior of people in the work environment.” (p. 193) The behavioral theory is a traditional theory that identifies people with leadership styles. The three behavioral styles are autocratic, democratic, and laissaz-faire. Autocratic style of leadership is when a manager has absolute power or authority over their employees. The...
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...Why Is the Scholarly Style So Different? Raluca S. Buciuc Glion Institute of Higher Education September 14, 2014 Why Is the Scholarly Style So Different? This work paper has the main purpose to analyze an academic article on a management topic and identify the way the author represents its ideas in a scholarly style. The chosen article is “Understanding and Managing the Generational Differences in the Workplace” written by Kapoor C. and Solomon N and published in Worldwide Hospitality and Tourism Themes journal in 2011. In order to complete the analysis, the work paper resume the article and its findings, identify its value and main purpose and analyses its writing manner from the point of view of the scholarly style requirements, in comparison with other writing styles. Summary and Findings In “Understanding and Managing the Generational Differences in the Workplace” article Kapoor and Solomon (2011) treat one of the most sensitive issues of today managers: how to understand, treat and motivate their employees in order to maximize their productivity. In doing so, the authors of the paper advise the managers to pay attention to the individuality of their employees starting from the generational differences. They identify four different generations in most of the demographic structures of the companies today: Traditionalists, Baby Boomers, Generation X and Generation Y. Simon (as cited by Kapoor & Simon, 2011) states that “every generation is influenced by the economic...
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...tEXECUTIVE SUMMARY The paper identifies different source and causes of different types of conflict in the work place. Analysis of the conflict was done with the aid of Blake and Mouton’s model of conflict management. The paper reflects on a real life observation using brightlands care home. Conflicts observed in the home were analysed and discussed. Manager positions in handling the conflict were also analysed using Blake and Mouton’s conflict management style model. Five conflict management style (competitor, collaborator, compromiser, accommodator and avoider) were used to analysed the conflict were based on the research of Blake and Mouton (1964). Using the conflict scenario, the paper critically discussed various approach towards conflict resolution within and between groups. 1.0 INTRODUCTION Conflict is a normal and natural aspect of life and the working environment hardly do without one form of conflict or the other. Conflict in the workplace is a well known daily phenomenon and it is on the increase. It is worth saying that a conflict free company never existed and will never exist. Tension, cultural differences, aggressions, antagonisms, negative attitude and frustration will usually exists especially wherever men are forced to live and work together. . Burton (1972) said in his book that Conflict, like sex is an essential creative element in human relationships. It is the means to change, the means by which our social values of welfare, security, justice and...
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