Authoritative Control Term Paper

Pages: 8 (2533 words)  ·  Bibliography Sources: 4  ·  File: .docx  ·  Level: College Senior  ·  Topic: Leadership

SAMPLE EXCERPT . . .
This create a "win-win" scenario and is useful for complex situations that call for compromise and communication. This is a great strategy to use for long-term conflict but can take a long time to achieve and requires a high degree of trust within the two parties and communication and synthesis of all ideas. Unlike the other strategies, this one requires both parties to commit to each other's perspective and also assert their own.

Competition is the next conflict management style and it generates a "win-lose" method. One party acts assertively to achieve his/her goals without wanting or seeking to work together with the other party. This in turn makes the other party lose their chance at pursuing their goals and having to agree to the winner's terms. This is a good strategy if the person feels confident and knows he/she has people supporting him/hers actions.

The last conflict management style is compromise. As this website explains:

Compromising -- This is the "lose-lose" scenario where neither party really achieves what they want. This requires a moderate level of assertiveness and cooperation. It may be appropriate for scenarios where you need a temporary solution, or where both sides have equally important goals. The trap is to fall into compromising as an easy way out, when collaborating would produce a better solution (JD, 2011).

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However which way someone decides to deal with a conflict, it's important to see the context surrounding the conflict, who are the parties and what one can stand to lose or gain from the winning or losing the conflict. Management of conflict is hard and often complex and requires a balance approach and outlook along with a willingness to adapt to any given situation.

Term Paper on Authoritative Control Can Become an Assignment

In the case of the conflict example from the introduction, the collaboration style would be beneficial as both parties have something to bring to the table. The senior personnel has experience while the junior personnel has initiative and drive. Both parties can come together and seek to achieve a solution that will make the senior personnel appear competent and make the junior personnel feel like his voice was heard and input valued. A "win-win" situation opens up communication and promotes teamwork, a useful skill within an organization.

The last step towards conflict management is finding a resolution. In an article by Mohr & Spekman, they discuss the results of their study. "Results indicate that the primary characteristics of partnership success are: partnership attributes of commitment, coordination, and trust; communication quality and participation; and the conflict resolution technique of joint problem solving" (Mohr, 1994, p. 135). One characteristic that stuck out was trust.

Conflict resolution usually requires a lot of trust. There are several different ways to trust within conflict resolution. This trust can come from trusting the other party is correct and will lead one to a better outcome. The other could be trusting one's own actions and believing that one has the answer and one's own actions will lead to a good outcome.

If the senior personnel trusts the input of the junior personnel, both parties can work together to learn not only how to form a solution, but also learn from each other in how to deal with a problem. Different perspectives are sometimes useful in fully understanding something. So the junior personnel can go to the senior personnel and ask if he wants to brainstorm in coming up with an effective solution to the problem. He can start by addressing any issues of confidence the senior personnel may have by stating he values his opinions and then asserts himself and proves he is also capable by explaining from his perspective how the issue can be resolved.

Communication from her will establish a certain level of trust. This trust will in turn lead to positive actions and collaboration. Collaboration will end the conflict and create a solution benefitting both parties. Self-reflection should follow up after in order to see what can be improved or maintained. "Self-reflection about how you are handling conflicts is necessary to continuing improvement and also to prevent old habits, your hot spots, social pressure, and the like from making you regress to less constructive modes of conflict resolution" (Deutsch, 2000, p. 43).

In conclusion the initial case of authoritative control can bring several kinds of conflict. Identifying the causes of conflict like emotional, technical anxieties, and survival is key to understanding how conflict comes to exist and how to spot it. Then it is important after identifying the conflict to manage it. From the five styles of conflict management, collaboration seemed to be the most effective for this scenario. The reason for this is because both parties want and feel the need to be heard and seem competent as their position within the organization calls for it.

From there, conflict resolution may arise through the establishment of trust. Trust is integral in collaboration and without it, a resolution will not happen. After resolution of the conflict occurs, it is then important to self-reflect on the course of events that led to the conflict, how it was managed, and the resolution achieved. This process is not only helpful, but also will lend to better and more effective management of future conflicts.

People will always go through conflicts. It's important to learn how to identify what causes them and most importantly how to manage and deal with them. In that way everyone wins. Conflict is not a fun experience. If one can learn how to deal with conflicts, one can learn how to better deal with life.

References

Deutsch, M., & Coleman, P.T. (2000). The handbook of conflict resolution theory and practice. San Francisco, Calif.: Jossey-Bass.

JD. (2011, March 11). Five Conflict Management Styles at a Glance. Sources of Insight. Retrieved March 5, 2014, from http://sourcesofinsight.com/conflict-management-styles-at-a-glance/

Mayer, B. (n.d.). The Dynamics of Conflict Resolution: A Practitioner's Guide. University of Colorado Boulder. Retrieved March 5, 2014, from http://www.colorado.edu/conflict/full_text_search/AllCRCDocs/dynconr.htm

Mohr, J., & Spekman, R. (1994). Characteristics Of Partnership Success: Partnership Attributes, Communication Behavior, And Conflict Resolution Techniques. Strategic Management Journal, 15(2), 135-152. [END OF PREVIEW] . . . READ MORE

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