The Aspects and Importance of Managing Conflict

Conflict isn't essentially unhealthy. It will facilitate raise and address issues that are required to be corrected and also the organization can take pleasure in that. It will facilitate inspire staff to participate within the decision-making method, as a result of typically debating over problems will cause attention-grabbing facts that others might not of completed or may not of although was a necessary. Conflict can even facilitate people to learn the way to acknowledge and take pleasure in their variations, as a result of then they'll perceive wherever another workfellow is returning from. the sole time conflict is a nasty things, is once it's poorly managed or not understood at intervals the work, and also the ‘obvious’ results in violence.

Conflict comes in many different scenarios with family, friends, enemies, or strangers which can lead to violence, silence or arguments. This is how people experience their feelings when they come to a disagreement of two different interests about a topic. There are five parts to conflict; expressed struggle, interdependence, perceived incompatible goals, perceived scarce resources, and inevitability (Alder et al. 327-328) . A part of conflict is both sides must know a problem exists, but an expressed struggle doesn’t have to be verbal. For example, my sister and I would give each other the silent treatment or avoid talking to each other after a disagreement. In many conflicts people tend not to rely on their interdependence. Such as, if you’re playing on a team and there’s an issue amongst the girls. There needs to be a way for it to be resolved-to have the ability to say, “we can win this, if we work together”. For an old volleyball team I played for there were many conflicts and it took us awhile to understand to leave everything off the court, because we couldn’t win if we weren’t able to communicate. When there is an argument, both sides want to win and not lose. Such as, if there was a couple who have been dating for a couple of years-the girl wants to start a family, but the boy doesn’t. This causes a conflict in their relationship because they both want something different. There are no solutions for either side because not both people are able to receive what they want. However, the couple can always communicate about the situation to achieve what they both want. Unfortunately, people don’t think about mutual satisfaction-people aim for what they want. Timing is an important factor to conflict-school, events, friends and family. People often blame the fact that there isn’t enough time in the day to plan. At the end of it, conflicts will eventually happen. Conflict can happen between strangers, roommates, friends, family, etc… Everyone attempts to avoid conflict, but the reality is; are people able to get through it. In every disagreement people come to the census of defending themselves before finding a solution. This can lead to poor mental and physical health due to both parties do not comprehend what each other are saying and ignore what the other person has to say (Alder et al. 327). Again, my sister and I would get into arguments. Instead of finding a solution we defend how we feel rather than listening to each other.

Everyone has different styles to approach a conflict-the individuality of a person when their needs are not similar to what others want. The habits we continue to use can work in some situations, it may not work in other conflicts. One conflict style is collaboration-it consists of concern for each other and the self (Alder et al. 332). The intention isn’t about you or me, but our. Collaborating leads to a win-win result. The solution satisfies everyone's needs in the problem. Partners typically avoid blaming one another, but also they work together to find a solution in which both goals are met rather than settling. Collaborating is when people want to find a winning resolution for both sides in an argument-there’s an increase of both opinions being heard (Alder et al. 333). My boyfriend and I work well at collaborating. Whenever there’s an issue or something on our mind we give each other a chance to say how we feel as well as give our opinions. However, a win-win approach will not always happen or pan out correctly. According to Adler, Rosenfeld, and Proctor ll-collaborative problem solving can be quite time consuming, and some conflict decisions need to be made quickly. Adding on to that, being able to have a win-win situation is time consuming… Collaborating is vital to everyone in their relationships. At first with my boyfriend, our collaborating was not as strong as it is today. We worked on our cooperation in order to be successful to meet both of our needs and wants.

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Some conflicts can damage a relationship terribly that it ends up breaking a bond. There are four forms of communications; criticism, defensiveness, contempt, and stonewalling (Alder et al. 339-340). First, criticism slanders a person's character or personality rather than the behavior. This is the first behavior that occurs most betweens couples. For example, there’s a difference between paraphrasing the language of “I or me” and “you”. It frustrates me when you don’t help around versus you’re so lazy. Using “I” or “me” statement targets your significant others behavior without using criticism. Secondly, defensiveness is when a person protects their presenting self by turning down responsibility. Such as; you’re funny, you think I would do that versus you’re not as good as that than I am. However, self-protection is acceptable yet problems will build up when a person is not paying attention or acknowledging the other person's concerns. Being defensive causes you to tune everything out which causes you to blame your partner and not take responsibility for your actions in the conflict. Third, a comment becomes a despise. For instance, it can be a form of verbal name calling; you’re stupid or oh, that was smart. Contempt isn’t just verbal it can be from physical appearances-eye rolling or disgusted face expressions. Paying attention to your behaviors is a big key-you don’t want to get off topic and forget about what you are truly upset about; don’t be aggressive, just explain how you feel. Although, it may be difficult-in the long run it will make the relationship stronger. Lastly, stonewalling is when one person from the relationship detaches themselves from the issue-this can lead to a breakup or divorce. They do not seek to find a solution to the problem for mutual satisfaction. Men stonewall due to the fact that they become overwhelmed and women want to talk it out that makes the partner want to leave because the topic is being more stressed than it needs to be. During the stonewall phase you are simply pulling yourself away in the relationship rather than fixing it. All couples engage in criticism, defensiveness, contempt, and stonewalling (Alder et al. 339-340). If you and your significant other cannot approach the conflict in a healthy manner and continue to use the four horsemen, it's time to seek help.

There are seven skills that are helpful to conflict management in practice. Define your needs: understand what you want and need. Sometimes what you want and need would be evident, however your needs and wants won’t be clear, its needed to think about the issue on its own. Sometimes talking to another person can help sort your thoughts (Alder et al. 345-346). Sharing your needs with someone else: after you recognize your needs, you start to share with your partner. Before you talk to your partner to make sure the setting to talk is appropriate. If your companion is tired or busy, then the concern from him/her won’t be received the way you want it to be. Along with that make sure you are in the best spot for speaking. If you are angry and upset and attempt to talk, you may say something you might regret later on. Also, if a problem is shared use the “I” language. You'll describe your reaction to someone's behavior, taking responsibility for your statement while not expressing judgement. This is often the way to clear your thoughts, feelings, and wants. According to Raider et al., they recommend to start off with ritual sharing-which is casual talking. This helps with creating common grounds (Alder et al. 345). Next off is listen to the other person’s needs: when you address your own needs and wants, it's time to discuss your partners needs and wants. This is the time to paraphrase so your significant other knows you heard he/she said as-this will require listening skills. This isn’t a quick process it will take time to find solutions, both people need to come to a conclusion they’re both satisfied about being heard and all issues have been addressed. This would possibly embody exploring however previous problems like past relationships are poignant to how they're acting with one another concerning this conflict (Alder et al. 346). Fourth is generating possible solutions: both you and your partner find solutions to grattify both needs and wants. Brainstorming with your partner will help create more solutions. Avoid judging each others ideas because an idea that sounds out of the ordinary may be the best one. Ideas aren’t ones property, you can modify each others intentions. Selfishness of partners will fade away and being able to work together will be easier due to the fact that a solution will be made regardless whose idea it was (Alder et al. 347). After that is evaluating the possible solutions and choose the best one: once there are multiple suggestions it's time to decide which one is best for both of you. If you both continue to stress about the same thoughts, that’s when it's time to come to a conclusion. You review all the different solutions to lead to everyone’s goal in the relationship. Picking the best one can be combining ideas (Alder et al. 347). Implement the solution: trying out the solution will determine if it does satisfy everyone’s needs. Although, an idea will sound good at first-it necessarily doesn’t mean it will work. Which will lead to the follow up… practicing a solution will feel like forever and most relationships will continue on with the same solution. As always people change and soon enough the effectiveness of it can increase and decrease (Alder et al. 347). As reported by Roloff et al., people can walk away from a conflict session believing they agree on a resolution, when in fact they don’t. It’s good to plan a time to meet with your partner to go over things. There could be a possibility of changing or rethinking the issue (Alder et al. 347).

In conclusion, I believe that the foremost vital issue to recollect once you are managing over one person, you wish to know every other’s management designs moreover as understanding that not most are constant. Conflict merely comes from differing viewpoints. managing conflict as a manager takes special components to manage “not” to or, conquer the things which will arise between you, others, or the organization.