Conflict can be interpreted in two dimensions: the theorist’s perspective of the conflict and the environment where the conflict takes place (Strasser & Randolph, 2004, p.4). The environment may include conflict between individuals or families or nations. The conflict can also be inter-psychic in which the conscious mind and the unconscious mind conflict with each other. How the mediators interpret conflict and its resolution paves the way to their selection of an appropriate approach towards reconciliation. Mediator’s perspectives and how they look at the situation shapes the mediation approach and the resolution process. My conflict style is collaborative. I believe that communication is the best way to resolve a conflict (Cupach et al., 2010) at all levels: personal, cultural, political, organizational or international. I do not like asserting my viewpoints and perspectives on others; instead, I like to listen to other people’s beliefs and disbeliefs. This way, I give the other persosn the opportunity to make their points clear. I invite them to share their views with me. I do not want them to feel ignored or un-listened. This empowers them and at the end, this makes them respect the solution I come up with because they know that I have listened to them and have made them participate in the decision-making process. I will quote two examples from my personal life here. Once, my younger brother, Joe, started to hang out with his friends late night. He had made up a routine of coming home late night and this would upset my parents and I because we did not want him to do stuff none of his elders ever did. My parents are both authoritarians in their parenting style and they do not want to argue with kids. This even awoke more aggression in Joe because he knew that Mom and Dad were not going to understand him. One day, I called him and sat down with him. I started to communicate with him- something Mom and Dad had never did. I asked him what made him come home late and why he wanted to disobey and upset his parents. After listening to him, I told him the bad consequences that might happen if he constantly stayed absent from home till late night. And I got my results. He understood me. We figured a middle way out in which I gave him enough space about hanging out but made sure that he returns before 9 pm. At another day, I came across two of friends, Mike and Bob, fighting and yelling at each other. Mike said that Bob had stolen his notebook that he had prepared after one year’s efforts; while Bob said that he knew nothing about the notebook. The argument went so serious that both of them were ready to punch each other at faces. After much struggle, I cooled them down and made them sit at the desk and talk about the issue. First, I made Mike present his perspective and then I told Bob to clarify himself. I made them ‘talk’ to each other and listen to each other’s views. After about half an hour of real sound arguments, both of them resolved the issue. Mike was remembering that he had handed the notebook over to the professor one day and he had not returned that yet. Thus, the conclusion was that communication made him remember things that he was forgetting. On concluding note, I am very much pleased with my conflict style. I love collaborating and communicating
Moderating and Minimizing Conflict Conflict is a situation in which two or more people realize that they have incompatible objectives due to which they think that they are unable to go along with one another (Himes, 2008). Some conflicts are little that are resolved in no time with a little communication (Cahn & Abigail, 2007); while, some are big enough that a mediation plan is needed to resolve them…
The present research reveals that contextual factors do impact upon the effects of transformational leadership upon employee creativity. The contextual factors examined in the present research are organizational climate and identification with leader. The organizational climate has been found to be neutralizer in terms of negating the effect of transformation leadership.
In the modern workplace, managing covert demonstration of industrial conflict has become more meaningful. The Importance of Managing Covert Demonstration of Industrial Conflict There is a tendency to look at strikes and industrial conflicts in the same light, but they are not the same.
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.
This body would also provide a forum for promotion of international relationships. A good example is the United Nations which was established on 24thOctomber, 1945 with its main aim being Develop friendly relations amongst nations Maintain peace and security To act as a center for harmonizing actions of nations To promote respect for human rights and solve international problems There are many international bodies whose aim is to promote not only peace but also the welfare of their people (Williams, 2012).
Either crime perpetrators carry out theses acts willingly and knowingly or are unaware they are committing crimes and breaking the law. The society that people live in creates situations where people are predisposed to criminal acts, but most crimes are instigated by the need for money.
It is inevitable and unavoidable in a business process, especially when an organization faces change and responds to dynamic situations. Some definitions of conflict are as follows.
A conflict can be prevented or avoided; it can be settled using authority of leadership in a coercive way or resolved through extensive dialogue in a non coercive manner; or conflict may be managed in a manner that outcome of it is constructive and not destructive.
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
There are many international bodies whose aim is to promote not only peace but also the welfare of their people (Williams, 2012). By pool their resources, nations easily reach for their set goals. A good
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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