Conflicts Are Important Worksheet Essay

Part 1 The Five Conflict Types discern each of the five conflict types using paragraph form.Conflict is important, and it is also important to recognize the contrary types of conflicts that you whitethorn be involved with. By knowing this, you can recognize the state of mind youre in and if possible keep down it. Pseudo conflicts atomic number 18 one of the five different types. These argon non real conflicts they are only perceived as conflicts. Pseudo conflicts can result from two causes bad assumptions and false dilemmas. Mistaking assumptions for facts may explain many pseudo conflicts. Pseudo conflicts that result from false dilemmas fleet when the parties involved see only two choices as solutions to the problem. Another is Fact conflicts this kind of conflicts happen when individuals take issue about information that could easily be verified whether by statics or some other resource. self conflicts occur when a dis vexe centers on status or power this reminds of two of my cousins when they let their egos mature in the substance of them winning their athletic competitions.Even though it was obvious that Angel was more(prenominal) of an athletic guy than Joe, he al expressions felt like he had something to prove. Instead of them continuing to be on the same time for these competitions, Joe felt as though he had to show Angel that he was satisfactory to do e trulything better than him as well as set the most girls phone numbers. This kind of ego conflict they had affected their ability to continue to meet together. Value conflicts focus on personal tactual sensations that you dominate near and dear and is one that is very important to me, because at a previous job some other assistant manager decided that he wasnt going to ask all the employees their availability on the weekends. He felt that it was okay for him to ask just the ones he had better communication with. I took that very personal because I believe that all of us should be trea ted equally no egress the title, status, who or whatwe know that conversation got quite heated, and the district manager got involved.The last type of conflict is called train conflicts this usually occurs when the take of one individual are at odds with the indispensablenesss of another For ensample when you look at a tool to finish a job, and so does your co-worker, when you need time to complete a project for work, but your spouse needs you at that very moment, or when you need to schedule a meeting at two oclock and your team member cant be there until three, you have a conflict of needs. Sometimes need conflicts are easily rootd by redefining or restating the needs in a way that accords a mutual satisfying solution.Part 2 The Five Conflict Management StylesDescribe each of the five conflict management styles and explain the strengths and helplessnesses of each. routine paragraph form.There are five different conflict management styles. Each of them has their own stren gths and weaknesses. These styles are called avoiders, accommodators, forcers, compromisers and collaborators. Avoiders steer clear of conflict for a variety of reasons. If you are an avoider, you may lack the time, energy, confidence, or skills to deal in conflict. Avoiders try to stay away from conflict by leaving the situation, changing the subject, or precisely agreeing to disagree without discussing the issues that precipitated the conflict. Although constant use of avoidance is not recommended, you may choose this style as a means of buying time in order to think through the problem, as a way of temporarily defusing strong emotions, or as a means of limiting your involvement in a conflict that does not seem worth the time or effort required to resolve it.On the other hand, avoidance may keep you from seeking a long-term solution to the conflict. Accommodators allow others to determine the outcome of the conflict. You leave alone give in to keep the peace. Accommodators valu e smooth relationships and dont want to make waves or cause trouble for anyone. Accommodation may be most separate when the issue in conflict is not that important to you or when it is easy to make concessions to others. Repeated attempts to appease others, however, may result in resentment and failure to getyour own needs met. Forcers expect to get their needs met regardless of the costs. For the forcer, winning may provide a sense of accomplishment. In conflicts, you may put your needs first and sometimes with little or no regard for the needs of others. This is a weakness when having to deal with a group of people. Not being empathetic to others causes relations to fail.They frequently are more interested in implementing their solution to a problem rather than listening to the opinions, needs, and noteings of others. Forcers are often eager with others who do not see things their way. Although forcing can lower morale, jeopardize relationships, and stifle creativity, in some situations, you king find this approach to be appropriate. Compromisers think that those involved in the conflict must each be prepared to give up something in order to reach a solution. Choosing the role of compromiser, you expect to harmonise for less than what would meet your needs. Compromisers usually employ maneuvering, negotiating, and trading in an attempt to find a solution. However, unmet needs may still remain, and for those involved, the commitment to the solution will be only lukewarm at best. Sometimes, however, you may choose to compromise because the compromise represents a solution some(prenominal) you and the other party can stand with. This latter result is particularly acceptable when the nature of the disagreement isnt of vital importance to you or the other party.Lastly Collaborators believe that both parties can and will get their needs met. The underlying belief of collaborators is that if you understand one anothers needs, you will be able to find a way to meet both parties needs. The question is not whose needs will be met, but rather how you will meet the needs of both parties. This style has the advantages of promoting collaboration, creativity, and commitment. However, collaborating can seem unattainable to you when the needs of those involved are not clearly stated or understood. In addition, you will discover that collaboration takes time, and willingness of both parties to work together, and the belief that there is a mutual satisfying solution.Part 3 Collaborative Communication tilt two methods of collaborative communication and describe how using them can help you avoid conflicts. Believe both parties can meet their needs can help in avoiding conflicts. It is simply put that if I feel you can and you feel that I can and we both truly believe in each other, indeed there would be no conflict. In order for me to believe in anything, I will need some kind of proof first. By both parties believing in the other, they must have prove themselves once before. Wanting to understand the needs of the other is another method that can help avoid conflicts. We all think that what we say is correct so in most cases there is no need to hear the other. And when the other does try to intervene, a conflict occurs. If we take the time out to actually hear someone else without interruption, we may find out that their needs or opinions make lots of senses.