Interpersonal Conflict In Television

Interpersonal Conflict In Television
Interpersonal Conflict in Television Mandy Price COM 200: Interpersonal Communication
Thursday, August 31, 2017 Michele Weber Interpersonal Conflict in Television Most relationships,
whether they are romantic or not, usually start off harmoniously. Then as time passes conflicts arise.
When these conflicts arise, one feels and expresses a variety of emotions that result in positive or
negative relationship behaviors. When negative behaviors erupt, the relationship becomes threatened
if positive behaviors do not form. This was the situation between Leonard and Penny on The Big
Band Theory. I will discuss the conflict, how they began to handle it, how they ended up handling
the conflict, and my opinions of ... Show more content on Helpwriting.net ...
He tells her about a couple years ago, when he was on a research ship in the North Sea, there was a
lot of drinking and craziness, and a girl and they just kissed and nothing else because he stopped
anything further from happening. Leonard also tells Penny how the situation still bothers him and he
wanted her to know. Penny, obviously upset, asks why did Leonard tell her that when they are about
to get married, because it makes her feel like he is trying to sabotage the wedding. Leonard states
that they are getting married and he wanted a clean slate with no secrets. Leonard asks Penny if she
would rather he not have told her, she says no she doesn't want secrets between them either. Leonard
and Penny seem to resolve this situation and decide to still get married, though you can tell Penny is
still visibly upset. So, Leonard and Penny get married and find themselves in a hotel room for their
honeymoon. Things are fine at first but when they start kissing, Penny cannot stop picturing
Leonard with the other girl. Penny tries to forget it and they kiss again but Leonard breaks off the
kiss and starts explaining. When Penny asks him if he felt guilty about kissing her, he says yes and
he also feels guilty every time he sees her. As it turns out, the girl he kissed is a colleague of his.
Penny gets very upset at this point and Leonard tries to reconcile but they end up going back to their
apartment building, arguing, and going to their separate apartments. I want to
... Get more on HelpWriting.net ...

Interpersonal Signs Of Conflict
Conflict management Introduction Conflict is defined as a disagreement that occurs between two or
more parties that are involved in an activity which leads to perceived threats to their needs, concerns
or interests. Conflict is a normal phenomenon in life and it provides numerous opportunities for
growth and understanding of the experiences that shape life. Interpersonal conflict occurs between
two or more people within one setting such as in an organization or work team ADDIN EN.CITE
Barki2001294(Barki & Jon, 2001)29429417Barki, HenriJon, HartwickInterpersonal Conflict and Its
Management in Information System DevelopmentMIS QuarterlyMIS Quarterly195–
2282522001Management Information Systems Research Center, University of
Minnesota02767783http://www.jstor.org/stable/3250929( HYPERLINK l "_ENREF_1" o "Barki,
2001 #294" Barki & Jon, 2001). Conflict management is defined as the use of certain skills and
strategies in limiting the negative consequences of conflict in order to introduce the positive aspects
of conflict at a level which is equal to or higher than where the conflict is actually taking place.
Conflict management is aimed at enhancing learning or outcomes for a person or organization
ADDIN EN.CITE Voydanoff2004298(Voydanoff, 2004)29829817Voydanoff, PatriciaThe Effects of
Work Demands and Resources on Work–to–Family Conflict and FacilitationJournal of Marriage and
FamilyJournal of Marriage and Family398–4126622004National Council on Family

Interpersonal Conflict In Goblin Market By Christina Rossetti
Often in narrative literature main characters develop over the course of the story line through the
conflicts that they encounter. In the poem, "Goblin Market", the author Christina Rossetti, depicts a
story of two sisters with completely opposite morals and opinions. The main characters, Lizzie and
Laura, each sit on opposite sides of what they believe to be socially correct and are different in every
way. Throughout the poem, some characters are forced to adapt and act in ways out of their comfort
zone to provide for the ones which they love. In order to save the life of her sister Lizzie is forced to
take action and spread her wings, thus developing as a character. Through her relationship with
Laura, the internal conflict regarding her morals and the interpersonal conflict with the goblins,
Lizzie evolves from a timid and orderly character, into a heroic and outgoing character. Upon the
commencement of the poem, Rossetti makes it crystal clear to the reader that Lizzie is timid to
stretch beyond her comfort zone and is strict to follow the social standard and what is morally right.
Out of the two girls, Lizzie is the one whom is set in her ways and will not go against what is
socially acceptable. Laura being the opposite of Lizzie becomes curious when she hears the goblins
enticing cries. Lizzie seems to be the voice of reason for Laura, "'Oh,' cried Lizzie, 'Laura, Laura,
You should not peep at goblin men.'
Lizzie cover'd up her eyes,
Cover'd close lest they should look;"
In this quote Lizzie is shown advising Laura that she literally should not look at the goblin men and
in a more figurative sense she is warning Laura that she should not fall for the tricks of the goblins.
Lizzie then follows this warning with covering her own eyes as if this will help to protect her from
the goblins. This quote is a strong demonstration of how timid Lizzie was made out to be at the
beginning of the poem. The character of Lizzie is also made out to be quite orderly as she seems to
be keen on following what is socially correct. In the poem, it is implied that interacting with the
goblins is against what is socially correct and could be interpreted as a sin or something that is
frowned upon in today's day. As

Interpersonal Conflict Paper
There are numerous entities and situations that can be avoided throughout the durations of one's life,
but there are a few things that cannot be escaped being a United States citizen; and that's taxes and
conflict. It's hard to go a single day without running into some form of conflict, whether it be
constructive, or destructive conflict. For me, conflict has always seemed to either go really good, or
take a turn for the worst. Over the past few months I've attempted to work on some of my strategies
to better deal with my day–to–day interpersonal conflicts, so I get in the rhythm of trying to
successfully complete an altercation. With that being said, I would like to discuss a conflict that was
both relational and organizational. This conflict ... Show more content on Helpwriting.net ...
The initial conflict was started due to an incompatibility of goals by the two parties. Michael wanted
to fulfill his work obligation and prioritized that over study hours while the executive board was
concerned for obtaining those study hours. Tensions got heated when they confronted him head on
after returning home from work, which lead to finger pointing and bickering. The initial conflict
interaction ended relatively shortly, but the conflict seemed to push forward over the span of a
couple weeks. Evaluating the goals on both sides is crucial to apprehending the communicative
process (Berger, 2005). Due to the goals being misconceived, it lead to a standstill. Another
important proximal context aspect that directed this conflict was the rules that were at play. Since
this conflict was an organizational conflict instead of a social conflict, it created little room for
Michael to justify his actions through emotions or other strategies. The organizational goals were
not aligned with Michaels prior to the conflict itself, which our textbook would explain that Michael
was challenging the rules of the organization through the use of conflict in desire to change the rules
and or create new ones (Cupach, Canary & Spitzberg, 2010). It goes without saying, that this
conflict did not lead to a successful resolution; but understanding the proximal outcomes and how
they shaped the individuals experience is worth noting for future

Interpersonal Conflict As A Stressful Conflicts In The...
Conflict is a complex behavior. It can occur on various levels as intrapersonal, interpersonal,
intragroup, or intergroup. Intrapersonal conflicts occur within the person, whereas interpersonal
conflict takes place between people. Likewise, intragroup conflict happens within one group of
people and intergroup conflict occurs between two or more groups of people.
Managing conflict in the workplace is a time–consuming but necessary task for the physician leader.
Conflicts may exist between physicians, between physicians and staff, and between the staff or the
health care team and the patient or patient's family. The conflicts may range from disagreements to
major controversies that may lead to litigation or violence. Conflicts have an adverse effect on
productivity, morale, and patient care. They may result in high employee turnover and certainly limit
staff contributions and impede efficiency. Effects:
The dysfunctional physician presents an insidious cost to any practice or health care organization.
He or she increases the stress in the work environment and the accompanying loss of efficiency. In a
stressful workplace, such as the operating room with a berating physician, morale and team spirit
suffer, which results in an increased turnover of staff and a dysfunctional team. Once this stage is
reached, various negative factors begin to interplay. Communication is poor, and staff withholds
information because of fear of an outburst. The information withheld may be vital for

Inter Team Conflicts And Interpersonal Conflicts
When a group of people is brought together to form a team it is inevitable that some type of conflict
will arise. Every member of a team has value and each one must understand that a team without
conflict is necessary to accomplish the goal at hand (Mosley, 2005). There are multiple things that
can lead to conflicts and leaders must recognize these to have an effective team. As a result of this,
the leader must take into account everyone's background and experience level as the team is formed.
This paper will discuss the inter–team conflicts, interpersonal conflicts, why policies are created and
ways a leader can prevent conflicts from happening.
Inter–team Conflict Conflict in teams can have an adverse effect on a team's performance. As a
leader, it is imperative to manage conflict and handle matters before they become unmanageable.
Assessing and managing inter–team conflicts before they arise is critical when stopping conflicts
(Hoegl, Weinkauf & Gemuenden, 2004). When conflict occurs, the trigger or event could be very
minor and seem insignificant at the time. However, if the conflict is not resolved quickly, it could
build up over time, creating a snowball effect. After this happens, it's a matter of time before the
conflict reaches a tipping point and emotions flare up. Conflict can result from a variety of events or
situations. These could arise as a result of misinformation, a misunderstanding between team
members, or a lack of clear and concise

Interpersonal Attraction Theory And Group Conflict
Similarity attraction theory – less trust at least initially
The diversity of gender and ethnicity is often exploration for the premise of group conflict. Seems to
be mixed gender or nationality group members in beyond the obvious differences in interpersonal
difficulties, and often the interpersonal relationship between the friction and conflict. Owing to
generally tend to think that members of other social classes more than their own social class
members don't worthy of trust and cooperation (Tajfel, 1981), several social category coexist in the
same team could trigger interpersonal conflict (relationship) conflict.
A similar group of people, like gender, nationality or age, will tend to interact more often, and
interact with different team members in a more positive way. In social network literature, similar
actors tend to develop more powerful network is referred to as "homogeneity" (Ibarra, 1992).
According to interpersonal attraction theory, if team members have multiple characteristics (e.g.,
they belong to the same sex or ethnic group), it is likely that they refer to the conflict of task as the
disagreement between team members about the task because of different ... Show more content on
Helpwriting.net ...
As shown by the other component analysis, the difference of these attributes are more likely to
improve team performance (Bell et al., 2011). In addition, the management team also need to learn
effective communication. Effective communication is crucial to conflict management, it can
eliminate stereotypes prejudice and negative emotions, improve rational knowledge to each other.
The way of conversation is to talk about each other's differences through a formal or informal
conversation through a group of members, and to build a team of thought patterns on the basis of
understanding their basic

Interpersonal Conflict
Introduction
There are many interacting groups in health care institutions such as staff with patients, staff with
staff, staff with families and etc. When people have interactions with others, it has potential to
develop conflict in their relationship. Therefore, conflict can be presented in all aspects of life and in
all organizations due to the complexity of organizational relationships and the interactions among
the members of the organizations (Sullivan & Decker, 2012). There are total three types of primary
categories of conflict including intergroup, intrapersonal and interpersonal conflict. The below
would focus on discussing the definition, history, the process and the management of conflict.
What is Conflict?
Conflict refers to the internal or external discord which results from the differences in ideas, values
or feelings between two or more people (Marquis & Huston, 2009). Conflict is ... Show more
content on Helpwriting.net ...
These stages provide a framework to explain how and why conflict will occur and how can it be
minimized and resolved. The process begins with certain antecedent conditions which means have
been showed to exist in a conflict situation and it may increase the rate of developing conflict. Then,
the parties aware the conflict and are affected by their perceptions and feelings about the situation
which is perceived and felt conflict. The manifest stage is enacted through behaviours such as
debate, competition or problem solving. The last stage of the process is conflict resolution or
management and the resulting aftermath. Resolution or management will occur when both sides
commit themselves to carry out the agreement with a mutually agreed–upon solution (Sullivan &
Decker, 2012). With the resolution, the conflict will end and new conditions will establish which
results

Unproductive Interpersonal Conflict Discussion
The video clip I picked for the unproductive interpersonal conflict discussion is an argument
between Rachel and Ross from the television show Friends. The argument is about their future
together. At the beginning of the argument, Rachel and Ross both disconfirm each other by not
recognizing and acknowledging the different perspectives on what they want in the future with their
relationship. Rachel wants to live day–to–day with how they are as a couple such as picking out
restaurants to have dinner, but Ross is already thinking about names for their children. Using
kitchen–sinking, Rachel does not address the problem which is she wants to enjoy what they are
experiencing now; therefore, she does not want decisions about their future made for

Interplay Of Conflict And Deception In Interpersonal...
Two parts of interpersonal communication go hand–in–hand are conflict and deception. One can
lead to the other and vice versa. Most people try to avoid both conflict and deception, but people
must realize that they have benefits and are a reality in everyday interactions. The interplay of
conflict and deception specifically harnessed my attention over the past few chapters. Interpersonal
conflict is "an expressed struggle between two interdependent parties who perceive incompatible
goals, scarce resources, and interference from the other party in achieving their goals" (Floyd, 2011,
p. 350). To fully understand conflict, the definition can be broken down further. As Kory Floyd
(2011) describes, "conflict is an expressed struggle." A conflict is not fully present until one party's
feelings are aware to the other party. This can be done through both verbal and nonverbal behaviors.
Conflict occurs between interdependent parties as Floyd (2011) explains. A disagreement becomes a
conflict if both parties depend on each other in some way. For example, the relationship between a
child and their parents is a relationship that has high interdependence. If there is no dependence
between the two parties, Floyd (2011) does not consider it interpersonal conflict, which I personally
found interesting. The next part of the definition declares that conflict is about the goals the parties
perceive see as incompatible. Incompatible, means that both party's needs cannot be met. However,
Floyd

Interpersonal Conflict Resolution And Mediation
Interpersonal Conflict Resolution and Mediation
Conflict is a problematic situation that occurs between interdependent people who seek different
goals or means to those goals. Conflict is inevitable as relationships become closer, more personal,
and more interdependent, more conflicts occur, perceived trivial or minor complaints become more
significant, and feelings become more intense. Conflict has many definitions (opposing viewpoints,
when opponents engage in battle, going against one another in some fashion, incompatibility
between the objectives of two or more characters or forces) and approaches (avoiding,
accommodating, competing, collaborating, compromising). Interpersonal conflict is the
disagreement between two people in respect to values and attitudes that leads to resentment.
Definitions tend to imply that conflict is not a beneficial behavior in which to engage. However,
proactively addressing conflict via mediation has been known to restore peace, enhance
relationships, and bring cohesiveness to an otherwise divided team. In the study of conflict, one
soon realizes that the workplace is often the perfect setting for conflict to occur. According to
Wilmot and Hocker (2001), when assessing even a seemingly small interpersonal conflict, one can
benefit from a careful and objective assessment. In many situations involving conflict, one party
often has a significant amount of power over the other, resulting in an advantageous situation for the
stronger party. This

Interpersonal Communication : The Causes Of Conflicts In...
People face conflicts every day of their lives. We all come across at least one incident in our lives
that is challenging and we are baffled on what decision is to be made. Such conflicts may be an
inner–conflict, a conflict between oneself, and conflict between oneself and another person. This
paper will describe an incident in my life involving conflict and how it was handled. The conflict
occurred around two years between my kids father and myself. Looking back poor communication
is what caused conflicts to arise when it came time to co parent our two children. Communication is
considered the medium for conflict, which there are several ways of communicating, either face to
face, written or with technology.
However if both parties are not willing to hear each other or have different views the conflict
becomes bigger than needed and either party is willing to understand each other or see any point of
view. So when conflict arises one thing particular is that effective communication is key. Effective
interpersonal communications are dependent on many factors, including the willingness of people to
share information and talk about their fears, wants and desires, and the skills people have or do not
have when it comes to relaying information to others. Interpersonal communications can be defined
many ways, but most effectively it involves the interactions and communications that occur between
people. I also feel one of the greatest reasons misunderstandings occur when

Interpersonal Conflict Analysis
I have had a few instances of conflict on the job. One instance of conflict happened between a
colleague of mine and myself in regards to the onboarding of a new worker. I typically would not
handle this process, however, a number of other workers were out of the office and I was left with
the responsibility to introduce a new worker to the office. I gave the worker the welcome book, sat
down with the new employee and reviewed the welcome book in its entirety and answered questions
they had and introduced them to other people in the organization. The conflict emerged when my
colleague who would typically handle this process return back to the office. We had a disagreement
with how I handled in–processing of the new employee. We had an interpersonal conflict because
my colleague felt that I shared too much information with the new worker when I was going over
the welcome book and showing them around. I would classify this as being a conflict that emerged
because of personal differences in work styles, hence, this was a personal source of conflict
(Nahavandi, Denhardt, Denhardt, & Aristigueta, 2015). The conflict management style that I took in
this situation was to accommodate my colleague. I did ... Show more content on Helpwriting.net ...
This is because through collaboration we would be able to develop a long–term solution to the
problem of what to do to onboard new workers. We had time, so it was possible that we could come
to a collaborative resolution to the conflict. In the future, I feel that I could prevent or reduce the
amount of conflict that would arise in a similar situation by following a behavioral method such as
enforcing rules (Deutsch, Coleman & Marcus, 2011). Taking the rules for how to perform the
onboarding process could have avoided this, however, I felt that the process was simple and self–
explanatory. In the future, my approach will be to similar scenarios in order to prevent

Deborah Tannen's I Only Say This Because I Love You, And...
Introduction Interpersonal conflicts are inevitable. Different texts suggest not how to avoid conflict,
but rather how to effectively communicate when involved in one. However, the "rules" of
constructive communication can completely change in conflicts between people in long–term,
interdependent relationships. This paper will focus on analyzing a conversation between a mother
and her adult son, while applying ideas from William Wilmot and Joyce Hocker's Interpersonal
Conflict, Deborah Tannen's I Only Say This Because I Love You, and the "Conflict Styles" lecture.
Conflict Styles In Interpersonal Conflict, Wilmot and Hocker reference Rahim's (2011) model of
five different conflict styles: obliging, avoiding, ... Show more content on Helpwriting.net ...
He does so in a way that is assertive rather than aggressive. Instead of aggressively pushing his
thoughts onto Dianne without explanation, Earl works towards achieving his desired goals by
openly expressing his frustration as a response to his mother's commands. In conjunction with his
dominant conflict style, he threatens, "the more you tell me to, the more I won't," which qualifies as
a threat, because it meets the two required criteria. First, "the source of the threat must control the
outcome." Earl controls the outcome of the situation since he has the ability to either obey or
disobey Dianne. Secondly, "the threat must be seen as negative by the recipient." In this case, the
recipient Dianne sees the condition of Earl's comment as negative since she will not get her way
(Wilmot and Hocker, 159). Earl uses the threat in an attempt to put an end to his mother's current
and future demands. However, the use of a threat begs the question, "what is gained?" Although Earl
solves his immediate issue of changing the sheets at his own convenience, he risks leaving the
"bigger" problem unresolved and damaging the relationship with his mother (Wilmot and Hocker,
160). After this one instance, Dianne may feel the need to force

The Five Types Of Conflict And Interpersonal Communication
Conflict and Interpersonal Communication In this paper, I will demonstrate the types of
interpersonal conflict styles and ways of managing these communication conflicts. This will entail
with a focus on characters in a film, and analyzing how these characters managed during this time of
communication conflict. By focusing on characters and determining their conflict styles, ways of
communication, and how the conflict resolved, always a way to study how the type of
communication style can make an impact in everyday life. Conflict Management Styles The five
strategies for managing conflict management are competing, avoiding, compromising, collaborating,
and accommodating. Competing is a method that acts only in favor of your point in the argument.
This style does not seek any cooperation with the other individual involved and the only focus is for
your side of the argument to be the winning side. This approach can be selfish as it does not take the
other individuals intentions, views, or feelings on the conflict into consideration. Avoiding the
conflict does not require strength or consideration for the other person involved. When you avoid
the conflict, you are pretending that it never happened or does not exists anymore. This style of
conflict is when you simply avoid the issue altogether. This style does not work toward reaching the
goal of either parties involved. This style can be effective when the atmosphere is emotionally
charged and you need to create space (Meier,

The Importance Of Conflict In Interpersonal Relationships
In all interpersonal relationships, we have conflict; it's not a matter of if, but when. Conflict is a
struggle between interdependent parties who express a perceived incompatible goals, scarce
resources, and interference from another party in achieving their goals (Book). Conflict is not a bad
thing; it just depends on how both parties manage conflict, use supportive behaviors, and avoid the
use of defensive behaviors. The conflict we will be looking at is between Penny, the patient, and
Racheal, the receptionist. Penny has been waiting for her appointment for over an hour, and she
needs to get back to work soon. She went up to ask the receptionist how much longer the doctor will
be, but Racheal was on the phone which has been constantly ringing. The conflict started when
Racheal was finished with her call; Penny said "Hello. I have been waiting to be seen by the doctor.
My appointment was scheduled for over an hour ago. I need to go back to my job soon. Can you
please let me know when I will be called in to see the doctor?" "We are busy, and the doctor has a
lot of patients to see," replied Racheal. "I understand the doctor is busy and that you have a lot of
patients. I would just like to know an estimate on when I may see the doctor. I need to let my work
know when I can return," said Penny. Racheal replied "I cannot give you an estimate and I don't
have time for this. I am very busy. This is what happens when you don't plan properly." First,
conflict

Interpersonal Conflict In Rick And Morty
"The presence of conflict does not indicate that a relationship is unhealthy or in trouble, although
how partners manage conflict does influence relational health (Wood, 2016). This artifact analysis
will focus on how interpersonal conflict is defined, oriented, and communicated as seen in a scene
from Rick and Morty. Specifically, which conflict criteria are met, which conflict orientation styles
are used, and the constructive and destructive processes found in the short clip. When an issue is
established between two people, it is healthy to engage in conflict in order to resolve differences.
Conflict is generally defined by four criteria: expressed tension, interdependence, perceived
incompatible goals, and the need for resolution (Wood, ... Show more content on Helpwriting.net ...
A win–lose orientation assumes that there can only be one winner in a conflict. This type of conflict
can cause problems in a relationship, because it is generally followed by dissatisfaction and
resentment from the 'loser' of the argument (Wood, 2016). The best solution to conflict is a win–win
orientation. Everyone involved must be satisfied with the end result, and this may include
compromise by both sides. At the end of the clip, Rick and Morty have come to an agreement.
Morty will choose their next adventure, and if it's a good one, then Morty will get to choose every
tenth adventure. This bet between Morty and Rick allows them both to view themselves as the
'winner' of the argument. This might seem like an indication of a win–win orientation, but because
they both view the other as the 'loser' of the argument, the conflict actually has a win–lose
orientation. Morty believes that his adventure will be great, and that he will be allowed to pick more
adventures in the future, but Rick believes that Morty's adventure will be lame and therefore, Rick
will continue to pick all future adventures. Had Rick compromised and allowed Morty to pick every
tenth adventure, without meeting the conditions of a bet, then the conflict would have had a win–
win orientation. Communication in conflict can be both constructive and destructive. Those who
communicate constructively, or productively, emphasize both themselves and

The Importance Of Conflict In Interpersonal Relationships?
Being involved in a close relationship with a significant other can bring many opportunities for
people to grow as a couple and individuals, which allows them to learn more about themselves and
how to care for another person. Although an intimate relationship can bring happiness and positivity
to one's life, conflict is a normal human interaction, and, as a result, it is inevitable in close
relationships. However, depending on how the couple handles arising conflict, it can either have
constructive or destructive outcome, either making the relationship stronger and more satisfying or
irritating and dissatisfying. There are an abundant ways for conflict in intimate relationships to
occur, and can be about nearly anything, ranging from money to who does the dishes (Miller, 2015).
In fact, John Gottman, a psychologist known for his work on marital stability and relationship
analysis, theorized three different conflict types people can exhibit when conflict emerges in a
relationship: avoidance, validating, and volatile (Busby & Holman, 2009). People with avoidant
styles try to avoid conflict altogether (Gottman, 1993). Those with validating styles tend to address
conflict more calmly and put emphasize on the importance of understanding each other's points of
views (Miller, 2015). In contrast, people with volatile conflict styles have frequent and passionate
arguments and are not afraid to disagree with one another (Busby et al., 2009). In an online article
featured in the

Essay Interpersonal Conflict in the Movie Hitch
Interpersonal Conflict in the movie Hitch Interpersonal conflict happens in every relationship. It is
inevitable when two or more people disagree on something. Conflict is a result of a
misunderstanding because of a miscommunication. In the movie Hitch (Mordaunt & Tadross,
2005) we can notice an interpersonal conflict between two people due to a lack of communication.
Communication is a key role in any relationship, whether platonic or an intimate relationship. When
starting a relationship it is primordial to be able to communicate effectively from the beginning in
order to avoid any conflict. However "people are usually cautious about what they tell each other
and how they say it, and they make a conscious effort to present positive ... Show more content on
Helpwriting.net ...
Her attitude discourages Hitch to even try to communicate with her, and resolve the conflict. This
movie gives us a perfect example of how a conflict was not handled effectively because assumptions
were made, the character jumped to conclusion, due to this the issue became worse than it should
have been. The communication dynamics in this was always done through someone else therefore
one person would get upset, because he misunderstood the person that was giving him information.
In the end of the movie, the interpersonal conflict was dealt appropriately, because both protagonists
learned how to talk to each other and share their feelings, but it was a long process. The conflict in
this movie escalated to the point that the couple communication style was quite aggressive "people
who use an aggressive communication style tend to dominate conversations. They typically speak at
a high or low pitch, and their tone of voice can be demanding" (Sole, 2011). Finally they realize that
there is a conflict and work things out. Hitch is a funny, entertaining movie about interpersonal
communication, in which we can learn that handling interpersonal conflict would be easier if people
would just face their problems, and communicate with each other without getting upset, and
aggressive. In the long run, it is better to just be oneself, which can avoid a lot of the

Interpersonal Conflict In Hitch
Communication plays a key role in relationships and therefore it is vital for communication to be the
cornerstone for friendships or associations in order to be successful. Many individuals believe that
in film, interpersonal conflict is make believe or a fairy tale because it is not always emphasized.
This is false and in actual reality interpersonal conflict is found in film as it is also found in real life.
I decided to examine the interpersonal conflicts found in the movie Hitch (Mordaunt & Tadross,
2005) directed by Andy Tennant. One of the conflicts and scenes I choose to examine was Hitch's
and Sarah's "first date". Before discussing the conflict, let's take a look at Hitch's occupation. He is a
consultant and is known as the "date doctor". He is very good at his job and does his homework on
individuals in order to create "special" opportunities for his clients. Once again, Hitch is very
professional and does his homework on Sarah by researching her past and found her Great–Great
Grandfather's name was written in a book and was listed as a "butcher". Hitch not knowing any
better "assumed" it was his occupation. On their first date, Hitch decides to take Sarah jet skiing and
then off to an island where he thought he had a surprise with ... Show more content on
Helpwriting.net ...
Once Sarah saw her ancestor's name in the book, she became very emotional and seemed totally
unstable and shocked because she recognized the name. Hitch is thinking in his head, based off of
his body language, what is wrong? After moments of what seems to be culture shock, he then
explains what her relative was really accused of and also had to explain that he was not a "butcher",
but supposedly a murdered. Finding out the truth, Hitch then understands that maybe doing research
about Sarah's past and introducing it the way he did might not of been the best idea possible. He
begins to show empathy and his emotional side starts to come

Interpersonal Conflict Between Chris And Sandy
The conflicts between Chris and Sandy illustrate both power and interpersonal conflict. In this
context, interpersonal conflict is defined as a disagreement between two individuals of an
organization involving significant resentment and discontent. While this type of conflict may impact
productivity, communication, it can also lead to a negative culture within the workplace and can
have an adverse impact on the long–term working relationship of the disputing Chris and Sandy.
Thus, this also highlight the important role an Ombudsman can play, in working towards a
resolution . What needs to be done in order to satisfy Sandy King's self–interest and successfully
defend a potential lawsuit , Dana needs to listen objectively to each sides , ensure ... Show more
Dana has an ethical obligation to determine whether Sandy has been wronged for complaining about
Chris ' misconduct , it may help to ask them to put the claim in writing, for further clarification .
From what I understand in the Thomas and Kilman's model; "Competing Style " , even though Chris
is wrong he's using his position, as a highly valued manager (power ) to discredit Sandy . Although
no one should be subjected to any type of racist comments in the workplace , the last thing Sandy
wants is for Chris ' remarks to be overshadowed by what management might view as a personal
conflict between co–workers if the situation is not handled properly . Sandy needs to use the win–
lose approach (competing) to remind Chris that the company policies don't allow for racist
comments or behaviors, if the prior complaint is not fully investigated Sandy needs to return to
Dana, whom she previously complained and find out why her complaint is not fully investigated. In
addition ask those minority employees to keep records of their own which can collaborate her own

Essay on Interpersonal Conflict in Film
Interpersonal Conflict in Film The Interpersonal conflict in this film is the same as in most of our
daily lifestyles as humans. There are many times in life when things that people say are taken out of
context and or control and you wish that you could play it off as if it was never even said. There
were so many instances of conflict in this film that I couldn't only choose from just one. After
watching this great and funny film, I learned that I need to be careful of what is said. Also how it is
said to avoid escalating any incident you may have in an active relationship with a loved one or even
just a good friend. When handling an interpersonal conflict in any stage of a relationship, handle
yourself in the same way that you want ... Show more content on Helpwriting.net ...
There is always going to be something that you miss and there are always going to be conflicts.
There are conflicts in every relationship. Even the ones that can seem perfect have flaws. There was
another big incident that happened in the movie which happened to be on there first date where the
lady's relative was added in to the incident. On the couple's first date, they went to Ellis Island
which I believe this is part of the city. I'm not sure though because I have never been there. Her
ancestor name was listed in the book that was displayed. She became very emotional, yelling and
screaming explaining the horrid incidents and acts to which her relative was accused of doing.
During the incident, the guy called her a name that was in reference to her ancestor. This was not a
good idea. In giving out family information to a potential suitor, that person can relay only the basic
information when it pertains to your family. Sometimes people can say and do nasty things to hurt
you when they know your personal information. Beware what you open up about to people. They
could end up using it against you. When this conflict happened, I was looking the T.V. in shock and
could notice all the hurt that was being displayed on both characters face. Even though he was the

Interpersonal Communication Is A Key Component Of Every...
As a conflict analysis and resolution major, I took this class because I wanted to learn why
interpersonal communication is such a key component of every conflict. Although conflicts are
placed into levels–international, community/organization, and interpersonal–all of the conflicts are
ultimately between two parties with grievances. This class has not only taught me about
interpersonal theories, but it also offered a great amount of self–reflection. After reviewing all of the
topics we covered, I will reflect on the theories related to forming relationships, maintaining
relationships, relational uncertainty in my own life. My military background contributes to how I
form relationships. My survey results on "Interpersonal Skills Related to Forming and Developing
Relationships" indicated that I score high in both relationship initiation and negative assertion, but I
struggle the most with self–disclosure (Guerrero, Andersen, & Afifi, 2014, p. 107–108). Individuals
who are skilled relationship initiation excel at approaching others and making a good first
impression (Guerrero, Andersen, & Afifi, 2014). After going to six different schools before I
graduated from high school, I would say I make friends fairly easily. My problem with self–
disclosure or revealing personal information about myself is that I often do so through negative
assertion. Negative assertion is when people reveal the negative aspects of themselves often to
navigate potential problems and save negative

Interpersonal Conflict Paper
1) Interpersonal conflict can be defined as "the interaction of interdependent people who perceive
incompatible goals and interference from each other in achieving those goals". Reese and her
mother have an interdependent relationship, meaning that the people involved in conflict rely on or
need each other in some way and have an actual relationship with each other. They are also
interacting, which means that conflicts are created and sustained through verbal and nonverbal
communication. Even though Reese and her mother are not as close as other members of the family,
they still would have to communicate in some way to realize that Reese's goal to travel over two
hours away for college is farther than her mother is comfortable with. These incompatible goals of
distance become the root cause of their interpersonal conflict.
2) This scenario between Reese and her mother would be considered content conflict within
interpersonal conflict. Content conflict is also considered substantive conflict and is defined as a
conflict that revolves around a specific issue. This disagreement falls within the scope of content
conflict as the two are arguing about the specific issue of exactly how far away Reese should be
allowed to travel for school.
3) Power, or the ability to control the behavior of another, plays a large role in this situation as
Reese's mother probably is feeling some sort of entitlement to make this decision for her daughter.
At this point in life, Reese is either

Interpersonal Conflict Management
INTRODUCTION
It is believed that all conflict is bad, it creates tension, destruction of working relationships and
reduces productivity. Therefore, it should be eliminated by all means. This understanding is not
correct. Some conflicts are unavoidable in all organizations, because it is associated with the
struggle for existence and development of the organization.
All individuals and organizations perform the environment which requires competition for limited
resources, include of financial resources and information resources, etc.... In other words, in this
environment both organizations and individuals have to accept change and develop to adapt the
environment. The limited resources have created some level of conflicts, such as ... Show more
This company operates in the field of education and training. We have a lot of training courses,
focus on students and organizations.
This is a small company whose structure contains three main parts as below diagram:
Figure : Structure of ASK company
The administration department is in charge of administrative task and accounting.
Program developing department is responsible for sales & marketing department as well because
main sales forms are Telesales and consulting programs to clients.
The company is managed as family style. There is no clear separation between the level of manager
and staff. To create a comfortable and flexible working environment staff is managed by objectives
without any constraint of time. This model of management operates effectively in the first phase of
the company. However, in the development of the organization, this model becomes incompatible. It
requires the company managers to apply another suitable management model.
CONFLICT ISSUES / PROBLEM
The expansion and development require ASK Company to recruit new staff. The managers face
difficulty in managing their staff when the number of employees increases.
In December 2010, the company decided to apply new management policy for all employees. A
series of new regulations about the position, salary, bonus, working time,...were issued. This new

policy was not positively responded by the employees. Moreover, it leaded to the conflict between
the managers and their

The Strategies For Managing Interpersonal Conflicts, And...
Dear Joseph and Michelle, I would like to congratulate the both of you on your recent engagement. I
am very excited that I was chosen to be a part of your special occasion. My husband and I have been
married for 9 years and I can assure you that I am the best person for your situation being that I just
finished taking a course on interpersonal communication. Communication is very important in any
type of relationship. Marriage is built on having effective communication with your partner. This
letter will explain the strategies for managing interpersonal conflicts, and how emotions and
nonverbal communication can affect a relationship. I am excited to share with you some of the
things I have learned. ... Show more content on Helpwriting.net ...
If you want your relationship to blossom and be successful each person will need a strong
foundation that they can build their relationship on. Where does your concept of self come from? As
stated in the text "Most researchers believe that who you think you are is a complex mix of how you
see yourself; how others see you; what parents, teachers, and peers have told you about yourself that
you have recognized and internalized; and what your society or culture tells you that you are or that
you should be (Bevan & Sole, 2014). It is important to be open minded and always remember that
your spouse opinion is not always the same as yours, but it is equally important as yours. You should
remember to show the same respect as you would want for yourself. When you and your spouse are
communicating use your own words and not someone else. "A person with high self–concept should
experience greater relationship satisfaction and commitment, in part, because of inclusion of other in
the self" (Lewandowski, 2010). I believe the way you view yourself will determine how you will
experience life. Self–esteem consists of your broad sense of self–worth and the level of satisfaction
you have with yourself; it is how you evaluate and judge yourself (Crocker & Wolfe, 2001). Having
high self–esteem will establish your worth and beliefs about being valuable and capable. You will
lose yourself if you become solely dependent on how people feel

Conflict In An Interpersonal Relationships
Conflict is an inevitable part of our lives. Especially within an interpersonal relationship. Conflict
occurs whenever there is a difference in the needs and goals of two people. This might create
tension between two people. As of right now, one of my most major conflicts is held within an
interpersonal work relationship. The current conflict is in need of a resolution and consist of two
main conflict management styles; in which I participate in an accommodation conflict management
style, whereas my co–worker participates in a competition conflict management style.
Description of Conflict Currently, the conflict I am experiencing is with my co–worker. It is a
working relationship. I have known her for about two years. I met her prior ... Show more content
on Helpwriting.net ...
Our positions as employees aren 't right, nor is it fair. It's like I'm working for her. I don't believe she
is aware of this conflict I am having with her because I don 't confront her with it. My interests are
completing the task on time and leaving work on time. My co–worker's interest is taking it easy and
not over–working herself. Time doesn't seem to affect her, she wants to stay clocked in as long as
possible because she wants to be paid more, but she doesn't want to work for her pay. Conflict
Management Style Moving on, my conflict management style is accommodation. Whereas my co–
worker's conflict management style is competition. One of the qualities that lie under the
accommodation conflict style is that of putting aside one's own needs and concerns to satisfy the
needs of another. Personally, I am able to relate to this quality when working with my co–worker. As
I am constantly worried about satisfying our relationship. I constantly do as she orders me to. As
such, I wash the dishes and complete the task that we both are to complete together. I don 't confront
her with how challenging it is for me to constantly be on the move, while she just sits around and
manages the cashier. The conflict is hidden, I feel I am the only one aware of it. I am constantly
overwhelmed and it's unfair. The reason why I continue to do as she tells me is that I fear to cause
complications towards our working

Interpersonal Conflict Myths
Interpersonal conflict is described as "an expressed struggle between at least two interdependent
people who perceive incompatible goals, scarce resources, or interference in the achievement of
their goals (Beebe 221). As with many other things, people have developed some myths about it.
One of the interpersonal conflict myths is that it indicates a relationship of poor quality. This is,
however, incorrect because the conflict can instead demonstrate the complete opposite. An example
would be when a couple is arguing about what to eat for dinner. Such a disagreement can show that
there is a supportive environment between the two of them. Both people feel comfortable enough to
voice their differing opinions without the fear of being negatively

Essay on Interpersonal Conflict in Film American Beauty
Name: Shekira Ford
Date: December 8, 2012
School: Sumter Central High School
Facilitator: Mr. Eddie Jackson 8.6 Conflict Resolution Work File When typing your answers, please
use black ink.
Site 1 Conflict Management Style
This activity will help you determine your natural style for dealing with conflict. It is useful to
assess your predominant conflict management style(s) because we all tend to prefer one or two of
the styles and at times may apply them inappropriately.
Read the information available from the DSP Training Resources site in lesson 8.6. 1. What animal
symbolizes your method for dealing with conflict? (name) (5 points).
The Collaborating Owl
Write a description of your conflict ... Show more content on Helpwriting.net ...
Mutually agree on the time and place to discuss a serious issue. (10 points)
"Hey Brianna, meet me at 12:00 a.m. in the cafeteria so we can discuss what happened in class
today.
2. Use an "I" statement to express your feelings, identify the unwanted behavior and work toward
resolution. (10 points)
I feel angry when you are mean to me. The unwanted behavior is "angry"
3. Give equal time for both sides to be heard. INCLUDE BOTH SIDES OF THE
CONVERSATION. (10 points)
Talk about how each of you has contributed to the problem.
Remember to use active listening skills. "What I think I hear you saying is you are getting burned
out and you would like to have a life outside of school.'
"Correct me if I am wrong but aren't you saying is all you do is things related to work."
Mirror their words "So, as I see it you will like a life outside of school "You feel that all you do is
things related to school" "As I get it, you feel that you don't have time to yourself." "I can see you
are feeling you don't have time to yourself"
4. Brainstorm ways to resolve the conflict. (List at least two ways.) (10 points)

1. Agree on the rules of discussion before you begin; stick to the rules.
2. Remain on the topic; don't bring up past hurts.
5. Discuss possible solutions. (List at least two solutions.) (10 points)
1. Give equal time

Interpersonal Conflict : Conflict And Conflict
Gaby Wentz
Conflict Paper
Interpersonal conflict is defined as a disagreement between two interdependent people who perceive
that they have incompatible goals (Verderber, 358). There are various dimensions to interpersonal
conflict, but in the grand scheme of things it focuses on the communication amidst people. When
people hear the word conflict, your first instinct is to think of it as holding a negative meaning; but
we have learned that in order for people to grow and fine–tune their problem solving skills, conflict
helps. Throughout my twenty years of existence I have encountered many interpersonal conflicts
with family, friends, bosses, co–workers, and occasionally people I don't know. In this paper I am
going to examine an interpersonal conflict that I encountered with my parents and my closest
friends. I will do this by examining what type of conflict I encountered, and if this was the same for
the other party involved. I will also examine the type of management styles used and how the
conflict could have been different. Before I get into the conflict being examined, I want to give a
little overview of how I grew up and observed my family dealing with conflict. My mom and dad
have very passive–aggressive behaviors, but my dad also deals with conflict in an aggressive
manner. When a conflict would come up, the first thing we do is try to talk about it, but within ten
minutes the house would be filled with yelling, name calling, and tears. We have come to realize

Interpersonal Communication And Conflict Resolution
Literature Review
I have read, evaluated, examined and summarised the main secondary research resources that helped
me understand my interpersonal communication topic, Conflict Management, and how theories,
relevant skills and strategies can play a big role throughout the resolution and frequency of conflict
among my peers.
Personality Types and Development of Adolescents' Conflict with Friends
This study aimed to examine the developmental pattern of adolescents' conflict frequency and
conflict resolution with their best friends, and differences in these developmental changes between
individuals with different personality types. According to the Dual Concern model individuals'
utilization of conflict resolution depends on the level of concern for oneself versus others.
Specifically, collaboration occurs when there is high concern for both oneself and others. This
strategy is characterized by positive conflict resolution behaviours such as negotiation and
compromise. Accommodation takes place when there is high concern for others, but low concern for
oneself. This strategy is characterized by high levels of compliance. A controlling resolution strategy
reflects a high concern for oneself and low concern for others, and is characterized by negative
affect, hostility, or coercive behaviour. In addition, a non–confrontational strategy, which involves
reducing the importance of conflict and attempting to suppress thinking about conflict, represents a
low concern for both oneself

Interpersonal Conflicts In A Relationship Analysis
My partner, TJ, and I have been together for over five years and have faced many transitions during
our relationship. From being long distance to moving in together, then later moving across the
United States while continuing our personal goals and continuing our education to advancing our
careers. Although we have been together for many years, we still find ourselves working most
towards our communication skills due to the conflicts and arguments that are caused from the high
stress of transitions and trying to focus on ourselves. While being aware of the balance needed to
keep our relationship strong, we have learned that holding back from expressing what we feel from
each other is not an effective strategy. The interpersonal conflicts that ... Show more content on
Helpwriting.net ...
We productively scheduled a time where we would both be free from work, school, and had the
house to ourselves to discuss where we stood with our relationship. We focused our attention on the
facts of our problems: our lack of communication, the stress that we both face daily, the loss of a
child, and holding back from allowing each other to know how we feel. We actively focused on the
current problems rather than the built–up emotions that lead to us losing control and we took turns
listening to each other, empathizing on what we were feeling at that moment. If we had difficulty
expressing ourselves, we would ask questions to fully understand and to avoid becoming impatient
with each other knowing it would cause us to circle back around to attacking each other's negative
feelings. We knew that we did not want the relationship to end, so we continued to exchange
messages and focus on our problems. Luckily, I was currently taking Interpersonal Communications
and just learned of "The Stages of Conflict Resolution." We took turns writing down the possible
solutions to overcome our conflict and what we can do to deal with future conflicts as well. We
began to test the solutions we had written down and continue to save the solutions to evaluate if the
solution worked or if there is a way to modify the solution to work. Reflecting on our solutions, if
one does not apply to the

Interpersonal Conflict And Instrumental Behavior Analysis
There are a number of marked differences between instrumental behaviors and expressive behaviors
in both interpersonal conflicts and crisis conflicts. Instrumental behaviors, for instance, are defined
as "actions that facilitate a form of progress toward an outcome" (Madrigal, Bowman, & McClain,
2009, p. 121). These type of behaviors are typically motivated by the individual's goals or interests
in a conflict. For instance, a person will find something to eat when they are hungry or they will
drink when they are thirsty. Basically, they are satisfying some material need or desire. In a conflict
situation, instrumental behaviors tend to result from the perception that the other party has
oppositional goals or interest and, therefore, is creating a barrier for them to achieve said goals. In
hostage situations, for example, the perpetrator may have a list of objective demands, such as a car,
money, weapons, and sometimes even food if the standoff has been going on for a long period of
time. ... Show more content on Helpwriting.net ...
121). Essentially, this kind of behaviors outwardly communicates how the person feels. For
example, a person might publicly protest something they feel outraged over or it could be as simple
as communicating one's frustrations with a co–work or friend. "In crisis situations, such as suicide or
domestic violence situations, the focus is on expressive or identity needs such as ventilating
emotion, face saving, or recognition" (Vecchi, 2009, p. 13). Although the above examples primarily
demonstrate verbalized forms of behaviors that occur in a conflict, expressive behaviors can also
include nonverbal forms of communication as

Assignment On Interpersonal Conflict
XAVIER INSTITUTE OF MANAGEMENT
BHUBANESWAR
Assignment On
Interpersonal Conflict
Submitted to
Dr. Sasmit Patra
Professor
Xavier Institute of Management
By
Nishant Mishra (UM14365)
Acknowledgement
I would like to convey my gratitude to Dr. Sasmit Patra, for giving me the opportunity to apply and
understand my Organizational Behaviour concepts. This article would not have been successful
without the help of the people, individuals and organizations who have helped me by providing
necessary information and guidance. I would like to extend my thanks to all of them.
I would also like to thank my colleagues for their kind co–operation and encouragement which
helped me in the completion of this Report.
Nishant Mishra(UM14365)
1. Introduction
Conflict is generally deemed as a perception. If no one is aware of a conflict in existence then it is
understood that no conflict exists. ... Show more content on Helpwriting.net ...
Types of Interpersonal Conflict:
Conflicts can be broadly classified into two types:
1. Conflict within oneself also known as intrapersonal conflict or cognitive dissonance.
2. Conflict between two individuals or interpersonal conflict.
The word "intra" literally means "within", whereas "inter" means "between". Intrapersonal conflict s

a conflict which occurs within an individual which may be caused due to a conflict in values, ideals,
priorities and the like. On the other hand, interpersonal conflicts are caused between people
belonging to different groups of interest.
1.2. Interpretation of Interpersonal Conflict:
Interpersonal conflict has been traditionally viewed as a negative force. According to the old school
of thought it was viewed that all conflict was bad. Conflict was a dysfunctional outcome resulting
from poor communication, lack of openness and trust between people. It decreases the overall
productivity and efficiency of an organization and hence is undesirable. Therefore the approach was
to avoid each and every type of interpersonal

The Inevitability Of Interdependence In Interpersonal...
As long as there exists a relationship between two people, which tend to be closer, chances of
conflict occurrence are enhanced; hence the inevitability of conflict principle as mentioned by Cahn
and Abigail (2014). From the case above, is has been depicted that interpersonal conflicts arise
among individuals who are important to each other, and are to continue being together in various
contexts, hence a sense of interdependence (Cahn & Abigail, 2014). There is an automatic mother–
child interdependence in one way, or another hence conflict is inevitable. This inevitability is also
portrayed by Hertz (2015) while elaborating on conflict management with patients. It is the
prolonged relationship between the patient and the doctor that increases the chances conflict
occurrence. Both of them are important to one another in that the patient needs to be well while the
doctor wants to gain from the patient after offering the treatment services, hence the
interdependence. Canary (2013) has also highlighted the interdependence concept as a key initiator
of conflict among family members. According to him, the interdependence creates the family
system. He has also expressed the fact that positive behaviour, between family members, in conflict
interaction is a key propeller of conflict management. This applies to the case above, in that the calm
response to the mother challenged her and provoked resolution in her, about her prior behaviour.
Higgerson (2016) has also handled

Five Factor Model Of Interpersonal Conflict
A multitude of studies have been conducted to figure out the optimal styles to handle conflicts. The
previous papers have mentioned the two–three–four–five factor model of conflict resolution. It was
not until 1940 that the first five–factor model of conflict management was conceptualised by Follet
with three primary methods namely domination, compromise, and integration, as well as secondary
ones avoidance and suppression (as cited in "Learning material on interpersonal conflict: Rahim's
model", n.d.). Concurring with Follet were Blake and Mouton (1964) conceiving the scheme into
forcing, withdrawing, smoothing, compromising, and problem solving on the basis of concern for
people and concern for production (as cited in "Learning material ... Show more content on
Helpwriting.net ...
In a give–and–take situation like this, each party will sympathise with each other and sacrifice a bit
of their interest to accommodate to others' needs and to come to a final mutual consent. It is
necessary to have open communication to find the middle ground for the problem. It is the
consolidation of the best element of all of the aforementioned methods.
The table below is a comprehensive summary of all characteristics of the five conflict management
styles by Rahim and Bonoma (1979).
Table 2: Characteristics of Conflict Management Styles (Pološki Vokić, N., 2009)
Style Characteristics
Avoiding Low concern for self and low concern for others; unassertive and uncooperative
personality
Lose–lose outcome (because both parties refrain from communicating their needs, so neither has any
needs met)
The desire to withdraw from the conflict situation or suppress the conflict
Withdrawal behaviour, postponement, disengagement from conflict, hiding disagreement,
sidestepping
The likely outcome is that the conflict remains unresolved
Might take the form of diplomatically sidestepping an issue, postponing an issue until a later or
better time, or, ostrich–like, simply withdrawing from a threatening situation

Interpersonal Conflict Scenarios
The Conflict– Scenario #2
Brief Description This scenario looks at the pecking order tends to take place between "rookie" and
senior officers. Senior officers pass off or "slough" off calls and paper work to the "rookie"
members. In the beginning the junior members are fine with it, but as time goes on it makes it harder
for them to keep up with their work; they eventually fall behind.
The Types of Conflict
In scenario two there are two three of conflict. Inter–group conflict is relevant in this situation
because having the member "slough" off calls and paper work on the younger, new officer. This
creates conflict between the young officer and fellow officers; as well as the young officer and his
superior. The second type of conflict is ... Show more content on Helpwriting.net ...
There are two dynamics we picked out, which escalated the conflict. The first being threats to social
identity. This is in relation to the staff sergeant; he does not want a young officer to represent him
poorly by not being able to efficiently manage his time to complete the tasks assigned. The second
has to do with the young officer, and the sense of identity he may have gained through this conflict.
He may identify himself as a grunt. This is due to the experienced officers pawning off work they do
not want to the young officer, and he felt obligated to complete it.
What can or will happen if this Conflict is not Resolved? First off the officer will continue to fall
behind with his assignments. He will be trying to accomplish far more than what is expected of him,
to prove he is worthy to his superior, and fellow officers. Failing to meet the requirements set by the
staff sergeant could potentially lead to the termination of the officer.
The Resolution
How should the Young Officer Manage the

Interpersonal Conflict Essay
Interpersonal Project
My friends and I play poker on a regular basis. One of my friends, let's call him Tim, constantly
plays bad hands and often catches lucky breaks. Tim and I have been friends since middle school,
but one night we got into a very big argument which almost became physical.
In one particular hand, Tim made what was in my opinion a horribly bad call. Ask most poker
players and they will tell you that they would have folded in this situation. Nonetheless, he got
incredibly lucky and ended up knocking me out of the tournament. Having lost my money, I was
extremely upset and I very angrily asked him why he called my raises. He gave a weak shrug, a
half–smirk, ... Show more content on Helpwriting.net ...
Perceptual constancy, or "the tendency to maintain the same perception of people over time" (73),
may have also played an important role in the breaking out of this argument. My perception, or
"process of assigning meaning to sensory information and experiences" (66), of Tim as a bad player
who often gets lucky may have made me judge his actions quicker and with more scrutiny. If I
would have perceived Tim as someone who likes to take risks and often gets paid off, I probably
would not have blown up so much. It's not as much of a blow to your pride to be beat by a fortunate
gambler than it is to be beat by a substandard, but very lucky, player. If I would have simply made a
different, and probably more accurate, perception of Tim, I would not have reacted the way I did.
If I had practiced a couple of the suggestions for better communicating the book, Communication in
a Changing World by Dobkin and Pace, makes, the outcome of this conflict would have been much
different. Had I used perspective taking, or "the ability to consider behavior from someone else's
point of view" (30), I would have reacted differently. Sometimes while playing you just get a good
feeling about a hand, you really feel like you're going to win. This instinct may cause you to make
bad calls, and sometimes you may get lucky and win the hand. This could be the reason Tim played
the hand the way he did, he may have

Interpersonal Conflict In Television

Recommended

Recommended

More Related Content

More from Jennifer Reither

More from Jennifer Reither (20)

Recently uploaded

Recently uploaded (20)

Interpersonal Conflict In Television