Essay On Conflict Management

conflict management styles Essay
Conflict Management Styles
How many people have conflicts with there parents? This is not a uncommon thing for young adults
to show conflict with their parents. Conflicts are something that occur very often and it seems as
though young adults have lots of conflicts with their parents. Some young adults feel as though, if
they are eighteen, nineteen, or twenty that they are able to make their own decisions. Whether it be
staying out past curfew, borrowing the car, or staying over a friends house, the young adult or
teenager doesn't see eye to eye with their parents and this is where the conflict comes into play.
In this paper the conflict...show more content...
The Collaborating tactic may be used when your whole objective on the conflict is to learn. Also it
is a good idea to use the Collaborating tactic when you want to work through feeling that have
interfered with the relationship with the other person in the conflict. Competing tactic is excellent
when you want to cut the through all of the non sense and get to a resolution of the conflict quickly.
When quick decisive resolutions are very important, or when people attempt to disagree with you
and your right without a doubt. The last tactic that Rahim and Magner talk about is the
Compromising tactic. This is good for when, goals are important to you but they are not worth all
the trouble they may cause. To achieve rather quick and easy resolutions to rather complex
disagreements
So, next time there is a conflict with your parents, try to use the accommodating, collaborating,
competing, compromising or even avoiding tactic to resolve the problem so both parties feel satisfied.
Bibliography:
Dumlao, Rebecca. Botta, Renee."Family communication patterns and the conflict styles young
adults use with their fathers." Communication Quarterly. Vol. 48 no. 2 Spring 2000: 174
–189.
Endres, Thomas G. :Father–daughter dramas: A Q–investigation of rhetorical
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Essay on Conflict Management Styles
Conflict Management Styles
Conflict occurs in organizations whenever a difference of opinions exists. People disagree over
many things including but not limited to, policies and procedures, the overall direction of the
company, and distribution of rewards. This type of conflict is substantive conflict, as described in
our reading text organizational behavior as a, "fundamental disagreement over ends or goals to be
pursued". The second type of conflict is emotional conflict; which involves, "interpersonal difficulties
that arise over feelings of anger, mistrust, dislike, fear, resentment, and the like." This type of
conflict occurs when two or more persons do not see eye to eye or simply do not get along for
whatever reason.
I...show more content...
If he senses unhappiness or potential conflict with regards to a situation, he now calls the person or
persons in question in to his office to discuss. He encourages his employees to look at the bigger
picture rather than the small one – the issue. By doing this and having them focus on the overall aim
and objective of the company, he successfully manages to put conflicts and differences of opinion
into a real life perspective.
To summarize our approach to direct conflict, I can assure you that we have tried all of the five
different approaches to conflict management. The company originally tried the avoidance method.
This method clearly did not work. It resulted in unhappiness, frustration and the eventual termination
of employment of one employee. We do occasionally use the accommodation or compromise
methods of dealing with conflict but realize that these are only temporary measures or a band–aid fix
to a potentially larger problem.
We very rarely use formal authority to end conflict. In the type of business we are in there are
often times no right or wrong answer to a particular problem and using authority to issue a
directive can be a potentially damaging way to deal with a situation. Most of our issues need to be
discussed and all parties in agreement in order to provide the best possible service to the client. In
this way we are in a win–win situation. We have weekly staff meetings

Essay on Conflict Management Styles
Conflict is known to be inseparable in all human interactions. In any organization, role
differentiation acquires the different uses of conflict handling styles. Work direction, reward,
supervision, discipline and performance review also involve the use of conflict handling styles.
Organizational change and control is also viewed from a conflict perspective. In attempts to explain
the nature or dynamics of a particular organizational phenomenon, conflict may be incorporated as a
causal factor (Brown and Peterson, 1993). Our society is concerned with the issue on how the skills
of leaders can be enriched so as to enable them to act with greater proficiency when their
contributions are from dealing with and through people...show more content...
1.1 Purpose and Significance of the Study
This research analyzes in general the distribution of conflict handling styles and its consequences in
terms of subordinates' satisfaction from leadership and leaders effectiveness in Pakistani
organizations. There is hardly any study done to investigate the consequences of leader styles of
handling conflicts in the Pakistani settings with the same objective. Achieving greater understanding
of the styles of handling conflict and adopting the appropriate one will enable the leaders to better
achieve their objective in maintaining organizational harmony and good unity. This research is
inevitably conducted in Pakistani cultural setting with its diverse social and organizational culture. It
will be interesting to look at how Pakistani workforce responds to different conflict handling styles as
social behavior is normally implanted and entrenched in the given society. Another reason for
considering this study is to extend the validity of previous research findings regarding the
relationships between conflict handling styles and satisfaction from leadership in Pakistani work
environment. This will provide an opportunity for comparing the consequences of conflict handling
style in this region with those reported as occurring in the

Essay on Conflict Management
Introduction to conflict
The term conflict referred to perceived incompatible differenced resulting in some form of
interference or opposition. Conflict is a natural part of organizational life because the goals between
mangers and workers are often incompatible. If people perceive that differences exist then conflict
state exists. Conflict is not exists between individual only, it also can exist between departments
and divisions that compete for resources or even because of overlapped authority. However,
conflict is a force that needed to be managed or to be resolved but can not be eliminated. Unless is
fully resolved, it may remain latent in the situation as a lingering basis for future conflicts over or
related to a same matter....show more content...
The sources of Conflict The sources of conflict can be basically separated into three categories which
are communication differences, structural differences and personal differences.
Communication differences mean the failure of two individuals to share fully the meaning of a
communicative attempt. It is arises from semantic difficulties, misunderstandings, and noise in
communication channels. There maybe disagreements caused by different role requirement, unit
goals, personalities, value systems or other factors.
Since in an organization, people and tasks are divided into departments to accomplish an
organizationВЎВ¦s goals, departments may only concern on their own department efficiency and
cost controlling. Therefore, they have incompatible goals and time horizons, as a result there can be
conflict. For example, a production department may have there own production plan to produce a
product and avoid paying production workers overtime in order to cut down costs. However, the
Marketing department thinks that it is important to deliver the product to their customer on time and
paying overtime to workers is a kind of responsibility to their customers. Sometimes, there are two or
more managers or departments would think that they had authority over a certain activities or tasks,
and claim authority on the same tasks. But most of managers

Managing Conflict Essay example
Effective managers are successful within the workgroup and organization when a style is used to
resolve a conflict. People do experience conflict in their lives. There has always been a lot of
interest in how to manage conflict once it appears in the open, and that is important. What is not so
common is a concern for preventing unnecessary conflict, so it does not start in the first place.
Managers are capable of using all five resolutions skills to deal with conflict in the workplace.
Organizations of all types need good managers in order to survive when dealing with conflicts that
will occur within a workplace. Many people holding management positions will be confronted with
issues between two people or two groups...show more content...
Some people attempt to avoid conflict by postponing it, hiding their feelings, changing the subject,
leaving the room or quitting the project. Sometimes, doing nothing is a smart thing to do, providing
the decision to do nothing is well thought out and based on an analysis of the situation. Although
avoidance might appear to be a "cop–out," it can sometimes be the most appropriate response. A
common means of avoiding conflict is to be secretive. This can be done by employees and
managers. The notion is that if no one knows what is being done, there can be little conflict. By
being secretive, one may delay conflict and confrontation, but when it does surface it will have far
more negative emotions attached to it than would have been the case if things were more open. It
may be wise to avoid a conflict if the issue is minor or if the potential conflict partner is a
formidable opponent. Not every conflict justifies your attention. One should not routinely withdraw
from conflicts because it provides only a temporary fix and sidesteps the underlying problem. An
accommodating manager is also known as a "smoothing" or "obliging" manager (Hemmer, 2003).
Accommodating is allowing the desires of the other party to prevail. This resolution reflects low
assertiveness and high cooperativeness. Accommodating may be an appropriate conflict–handling
strategy when a manager wants to show reasoning, develop performance, create good will, and to
keep peace.

Essay about Conflict Handling Styles
Understanding Conflict Handling Styles 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.
Behavioral scientists Kenneth Thomas and Ralph Kilmann, who developed the Thomas–Kilmann
Conflict Mode Instrument, have identified five styles to responding to conflict–competition,
collaboration, compromise,...show more content...
If you constantly split the difference or "straddle the fence," game playing can result and the
outcome could be less than ideal.
5. Collaborating
Value of own issue/goal: High
Value of relationship: High
Goal: I win, you win
The collaborative style views conflicts as problems to be solved and finding creative solutions that
satisfy all the parties' concerns. You don't give up your self interest; you dig into the issue to identify
the underlying concerns, test your own assumptions, and understand the views of others.
Collaboration takes time and if the relationship among the parties is not important, then it may not
be worth the time and energy to create a win–win solution. However, collaboration fosters respect,
trust, and builds relationships. To make an environment more collaborative, address the conflict
directly and in a way that expresses willingness for all parties to get what they need.
Although all of the approaches have their time and place, you need to ask yourself the basic
question, "Is my preferred conflict handling style the very best I can use to resolve this conflict or
solve this problem?"
Focus on Interests (Needs), Not Positions (Wants)
Understanding people's interests is not a simple task because we tend to communicate our positions
– things that are likely to be concrete and explicit. It is helpful to learn to recognize the difference
between person's

Essay on Managing Conflict
Managing Conflict
The ability to manage conflict is undoubtedly one of the most important skills a manager needs to
possess A study of middle– and top–level executives revealed that the manager spends approximately
20% of his or her time dealing with conflict. In most management development programmes; conflict
management was being more important than decision making, leadership or communication.
DEALING WITH CONFLICT
Concept
Definition
Want
Desire for something
Goal
Desired ideal state of future affairs
Need
Universal necessity for survival
Interests
potential benefits to be gained by achieving goals
Conflict of interests
The actions taken by person A to achieve goals prevent, block or interfere with the...show more
content...
As a manager
– Be aware of your underlying conflict–handling style
– Be judicious in selecting the conflicts that you want to handle
– Not every conflict is worth your time and effort to resolve. While avoidance might appear to be a
'cop–out', it can sometimes be the most appropriate response. You can improve your overall
management effectiveness, and your conflict–management skills in particular by avoiding trivial
conflicts. Choose your battles judiciously, saving your efforts for the ones that count.
– Evaluate the conflict players
If you choose to manage a conflict situation, it's important that you take the time to get to know the
players. Who is involved in the conflict? What interests does each party represent? What are each
player's values, personality, feelings and resources? Your chances of success in managing a conflict
will be greatly enhanced if you can view the conflict through the eyes of the conflicting parties.

– Assess the source of conflict
Conflicts have causes. Since your approach to resolving a conflict is likely to be determined largely
by its causes, you need to determine the source of the conflict. Research indicates that conflicts have
varying causes, they can generally be separated into three categories: communication differences,
structural differences and personal differences – Communication differences
Communication differences are

Essay on Organizational Conflict
Conflict 1
Organizational Conflict: The three views
Organizational Conflict: The three views
Conflict 2
Organizational conflict is a state of discord caused by the actual or perceived opposition of needs,
values and interests between people working together. Conflict takes many forms in organizations.
There is the inevitable clash between formal authority and power and those individuals and groups
affected. There are disputes over how revenues should be divided, how the work should be done, and
how long and hard people should work. There are jurisdictional disagreements among individuals,
departments, and between unions and management. There are subtler forms of conflict involving
rivalries, jealousies, personality clashes,...show more content...
From this perspective, conflict occurs as a result of malfunctioning individuals or organizations.
Therefore, in order to resolve conflict, problems must be identified, causes must be analyzed, and
those people or situations contributing to the conflict must be "fixed" (Kilmann & Thomas, 1978).
This mechanistic view approaches conflict resolution as a logical, linear process. Robbins comments:
"Although research studies now provide strong evidence to dispute that this approach to conflict
reduction results in high group performance, many still evaluate conflict situations utilizing this
outmoded standard" (2001, p. 384).
In the 1950s the emerging human relations view of conflict began to replace the earlier traditional
view. The human relations position suggests that conflict is a natural phenomenon in groups and
organizations. Therefore, since it is inevitable, it must be accepted and managed. During this era, the
management literature introduced the term conflict management (Nurmi & Darling, 1997); and, by
the 1970s, the field of organization development, with its tool–kit of team–building interventions,
began to go mainstream, thus providing organizations with new resources for dealing with conflict.
Conflict 4
More recently, a third conflict school of thought has emerged, referred to as the interactionist view.
This perspective

Conflict Management
Conflict is a fact of life – for individuals, organizations, and societies. The costs of conflict are
well–documented – high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional
families, prejudice, fear. What many people don't realize is that well–managed conflict can actually
be a force for positive change.
Conflict is "an expressed struggle between at least two interdependent parties who perceive
incompatible goals, scarce resources, and interference from others in achieving their goals" (Hocker,
1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn
et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the
means for their...show more content...
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.
Competition is when an individual "achieves a victory through force, superior skill, or
domination". This type of approach fails to address the root cause of the conflict and suppresses the
desires of other conflicting individuals; therefore resulting in future conflicts over the same issues.
Collaboration is when all conflicting parties recognize something is wrong and needs attention. This
is an ideal approach. When collaborating, groups respect each others ideas, opinions, and
suggestions, and understand each others point of view. This allows group members to eventually
accept the logic of a different point of view and accept that logic; therefore resulting in a consensus.
Compromise is when each group gives up something of value to the other group. This is an
appropriate approach when: there is insufficient time, issue not worth time or energy, or there's no
realistic or easy agreement.

Essay on Conflict and Communication
Conflict and Communication
Conflict can happen anytime of your life, it will happen matter you want it or not. In addition, it can
have both negative and positive impacts for our relationship (Gudykunst, 2004). According to
Yi–Feng 2007, she mentions that conflict is "incompatible activities, where one person's actions are
interfering, obstructing, or in other ways making the behavior of another less effective". In term of
nature of conflict, conflict is a cause which happens by threatened human needs problem (Kelman,
2002). The sources of conflict can divide into three things, there are misinterpret, disagree and
perceptions of incompatibilities (Roloff, 1987). In addition, in term of nature of nature of conflict,
conflict can develop in...show more content...
In addition the way of people approach to managing conflict is depend on culture and ethnic
(Ting–Toomey, 1985). For example, Asian use avoiding, integrating and obliging to approach but
European and American use dominating.
In term of face and conflict, we can divide in two parts. Firstly, cultural differences in face–concerns,
Moriska and Gudykunst 1994 mention that "face in collectivistic cultures is based on the
interdependent self construal". In this case, Members of individualistic cultures attention to
self–face maintenance more than members of collectivistic cultures, however, Members of
collectivistic cultures attention to other–face more than members of individualistic culture
(Ting–Toomey & Kurogi, 1998). In term of face management, face work tactics are the strategies
used to solve problem between others face and self–face when conflicts are managed (Oetzel et al,
1999). In addition, the politeness is need when we do something attract to the other face (Brown &
Levinson, 1987). Secondly, in term of ethnic difference in face–concerns, when people have different
ethnic it can be concerns with face because people have different identity and it easy to threaten the
other face (Kwan & Sodowsky, 1997). However, in each culture and ethnic have both different and
similar in itself.
Lastly, in term of Managing Conflict, according to Ting–Toomey 2004 mentions that "Without

Essay On Conflict Management

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Essay On Conflict Management