Application 5.1- Measuring Your Conflict Style

A. It is important to observe an indviduals reactions when communicating to gauge how people are feeling in the situation. Some people may have barriers when it comes to communicating such as personal space issues. It is imperitive to make the client feel as comfortable as possible when communicating, if the person looks to be feeling uncomfortable with how you are communicating they may not be taking in the information you are giving them putting them at potential risk or if it is the client that is giving the information they may be holding something back again putting them at risk.

How many interpersonal conflicts have you been in today, this week, or even this month? Do you even know which conflict styles you normally use when faced with a disagreement? Furthermore, this analysis shall reflect on my particular conflict styles, with an in-depth look at possible benefits of knowing the conflict styles I tend to incorporate, and how behaviors change based on a relationship and the environment.

In order to resolve a conflict i would show I was using careful listening skills and have a calm tactful approach towards that person that offers a compromise that both sides can accept.

I deal with conflict constructively should it arise with colleagues by listening to their point of view and respecting them as I would

Secondly, I feel that managing conflict correctly is very important. Especially in our relationships with people that we care about the most. Sometimes life gets in our way and we don’t realize how much conflict can be caused when we don’t communicate correctly with each other. “Conflict involves tensions between goals, preferences, and decisions that we feel that we need to reconcile” (Wood, 2016, p.

You should try to handle conflict situations by remaining calm, ending the conflict before it escalates and remaining respectful of others. You should try to demonstrate active listening and discuss the situation in a calm and rational manner to try and resolve the conflict.

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.

To close the gap between actual and desired performance, decisions need to be made. Decision making involves making a selection from among alternative courses of action. Implementation and evaluation of the implementation provide feedback into the next cycle of group decision making.

How can people best respond to conflicts is a question commonly asked by people going through a difficult situation without any knowledge of how to respond properly to a certain conflict. The reality is: there is no solid answer to this question. It all depends on what your conflict is, and of course in what position you are. According to the Cambridge Dictionary, a conflict is an active disagreement, as between opposing opinions or needs[1], and according to the Merriam Webster Dictionary the definition of conflict is: a struggle for power[2] , so without a doubt, what people want as a result in a conflict is to have power over the problem, to have control.

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

I find that my desire to avoid can put off the wrong vibe to those under my care. The last thing I want people to think of me when it comes to conflict is that I attempt to avoid it at all cost. That can be casted in a negative light. The greatest room for improvement for me in this area is using this style more out of habit than using it when necessary. Since I scored high, there is a good chance I am overusing this style. I have to be more intentional in how I deal with conflict. Though I tend to see conflict as a disruption in the flow and the work at hand and in my opinion it causes unnecessary stress so I only attempt to address it when it is unavoidable. This can hurt my leadership position in a lot of cases and I must learn to use it

Communication in conflict can be both constructive and destructive. Those who communicate constructively, or productively, emphasize both themselves and

There are four distinct conflict styles which are the levels of assertiveness and cooperativeness that are employed by a person in a conflict situation. Everyone has their own individual conflict style; my own style tends to be accommodating. This means that I am not very assertive and I am very good at cooperating with those I am in conflict with. In this essay I will examine each conflict style and my own choice of style and why I tend to default to this style. I will also examine whether or not my choice of the accommodating style is the best approach to resolving conflict, and discuss the advantages of learning to use each of the styles in specific situations.

Conflict management is the detriment of many teams or groups in accomplishing its goals. This is because most people do not understand the different conflict styles and how to apply the rules and principles associated with the style you may be dealing with. In this paper I will analyze three of the five management styles discussed in the textbook Communication in Small Groups. Avoidance and competition are two styles that I believe have the greatest effect on hindering a group or team from accomplishing its goals. Collaboration, however, is a style that I believe is most effective in

E. I understand their opinions, topic and agendas. I can talk about the problems example for working environment issue, our agency structure issue, overtime issue, family issue, economic issue, even crime situations etc.