Human beings are social by nature and tend to be affected by the nature of the relationships that they forge with people surrounding them. In the various associations formed, groups are created and people belonging to a specific group behave in a particular way towards members of their own group…
Such groups at a basic level may comprise of relationships between family members, friends and acquaintances, or colleagues at work places (interpersonal, inter-organizational or intergroup). Within the framework of such socially constructed groups, there may be disagreements between members with varying needs, objectives or beliefs, which may lead to conflicts. Within a larger framework, groups relate to regional, national or even international levels, where such conflicts if not managed well, may even lead to a full-scale war.
Conflicts are confrontations between two or more people having opposing requirements, ideals, notions, faiths, or objectives. Conflict between human beings is unavoidable and pervasive. However, the outcome not being predetermined, it can be altered to arrive at a peaceful resolution. If a conflict is kept unchecked, it can escalate to produce results that may be destructive or even non-productive. Conflict analysis and management is thus an integral part in maintaining strong and productive interpersonal relationships amongst family members, within colleagues in an organization, and even between nations. While it is difficult to exactly delineate conflict, most of existing definitions include two factors: for a conflict to occur there must be at least two groups working/interacting with each other.
, and there must be some perceived sense of an incompatibility between the groups (Kuhn & Poole, 2000). A.W. Green defined conflict as “the deliberate attempt to oppose, resist or coerce the will of another or others” (cited in, Bhattacharya, 2008, 64). Two other definitions of conflict frame it as the “the interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities” (Rahim, 1992, 16), or as the “process in which one party perceives that its interests are being opposed or negatively affected by another party" (Wall & Callister, 1995, 517). In the context, that “a conflict is life as usual” (Abigail and Cahn, 2010, 3) and hence inevitable between human relationships the process must be studied in order to control and effectively manage it and produce beneficial outcome (especially for those looking to work within organizations where working would involve teamwork) this paper will analyze the process of conflict analysis. It will examine a recent interpersonal crisis that occurred in the researcher’s life (pertaining to the divorce case between my ex-wife and me) and is especially important, as it allows me and the reader both, to comprehend whether during the entire process our confrontation went out of control, and whether in future I should seek a better route while dealing with interpersonal conflicts, in personal life or at workplace. This paper will analyze a conflict situation using various conflict theories and conflict management processes (from a Christian perspective), to derive that negotiation through effectiveness communication and mediation, anger control and forgiveness helps to achieve beneficial results for the disputants, without the members having to resort to physical violence. Discussion 1. Description of the situation Who was involved?- In any relationship when there are two or more interdependent people conflicts tend to occur when relationship rules are not adhered to and there is lack of sincere explanation to explain the rule break (Webster, MLOS561- conflict and negotiations in organizations, Slide 14). Due to the break in relationship rules, there arises incompatibility, which may lead to adverse effects on the relationship, and if the problematic situation is not handled appropriately, the entire ...
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“Conflict Process Essay Example | Topics and Well Written Essays - 4250 Words”, n.d. https://studentshare.net/family-consumer-science/5602-conflict-process.
While a single approach may not be appropriate or relevant for some situations, it is prudent that an individual adopts a method of handling conflicts that may guide him/her on how to resolve confronting situations. Confidence is one of the fundamentals of conflict resolution, since it leads to sobriety and composure.
Diaspora groups are universal ethnic common culture groups that have the same connection and characteristics to an existing or fictional motherland.1 This group of people are neither fully endogenous because they may live physically beyond their homeland nor exogenous because they retain their homeland political, economic and cultural connections.
The two important situations in conflict resolution are such a) peer to peer and b) employee-supervisor where HR is involved. These techniques are used at my workplace and I find them working well with small problems here and there.
Peer to Peer is the technique where if two employees come forth with an issue, the supervisor would listen to each of them separately and then decide what actions must be taken.
For example, is the conflict about interests, about needs, or about fairness Is it about trying to project a win-win solution These approaches serving as strategies may include accepting rather than challenging, sharing power, and clarifying goals. These are as far as determining what the conflict is all about.
Escalation brings up an increase in the austerity of a clash and in the seriousness of devices used in following it. It is forced by the adjustments within every organization, new ways of communiqu between them, and the chipping in of new organizations in the resistance (Kriesberg, 1998, pg.
ing conflicts over smaller matters of the deal, which will then leave the other party with lesser time and the 1st party will be forced to use BATNA (Best alternative to the negotiation agreement). Under most circumstances the BATNA will be more favourable to the second party.
used by competition in accessing resources, jurisdictional ambiguities, personality differences, conflict of interests, power relations, incompatibility of goals, miscommunications or misunderstanding, and misperception.
Thomas and Kilmann (1974) posit differing theories of
The response would hereby be written based on one’s reflection on the new ideas about managing conflict which have been learned this week, and to discuss them with one’s classmates by addressing the following questions, to wit:
Prior to identifying
Among the factors that may lead to conflict include failure to consider the experience of nurses in the department, varied opinions and lack of communication from the director.
Communication is an important factor in
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