Research Paper: Conflict Resolution Conflict Can Be Taken

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Conflict Resolution

Conflict can be taken as a state where two people are having a difference of opinion in the quest of what each one wants. It can be arisen due to the different needs, different interests, different habits and different values. This difference of opinion can be caused between two people, among a group, department or between organizations. There is no boundary or barrier where conflict can arise and cannot. It can happen if one feels that an injustice has been done to him or her, his or her trust is broken or a person suffers a betrayal or some powers have been falsely transferred without consent. So they be interpreted or termed as interpersonal conflicts, intrapsychic conflicts, cultural conflicts or change conflicts.

Conflicts and categories:

There can be two major scenarios to take conflicts and their results, one is considering that a conflict is a bad thing that must be avoided and the second is that the conflict may help in defining or finding new dimensions to work effectively and efficiently. Both the approaches are true. Because if the conflict is long lasting, not getting solved will be a reason for breaking the bonds, stress and make the atmosphere worse. But the healthy conflict is considered as the healthy discussion, which makes you open to the new magnitude of work and productivity. The researchers were of the view that the self-awareness and humor can help in easy resolution of conflict in stressful situations (Segal and Smith, 2013)

2.1. Interpersonal Conflict:

The interpersonal conflict is determined as a disagreement or a clash between the people you are working with, living with or even friends. It is one of the common conflicts we used to have in our daily lives. The researcher Fogg (1985) found that, "the conflicts mainly arise with the difference in opinion and the causes one stand for, these can be avoided by training the people at personal, organizational and on the international level in order to build healthy relations at every level human goes through (p. 330). These trainings will help in the broadening of vision, way of thinking and altering the perception at the individual level.

2.2. Intrapsychic Conflict:

The intrapsychic conflict is the inner fight that is happening in the one individual. It is a state where a human is itself fighting with itself. One can say it can be a clash of thoughts and emotions.

2.3. Cultural Conflict:

The cultural conflict can be determined by having differences among different ethnic groups, race and gender sometimes. There are organizations that do discrimination for women like glass ceiling syndrome where the male bosses does not want the women to get on the higher posts, black or white, Christians and Muslims etc. But with the extent of globalization this type of conflict and discrimination is getting less. Because people today are considered as the important assets of an organization, and no organization wants to lose the hard working person / individual whether it may be a black, woman or a Muslim, Hindu, Jew or Christian. The organizations in U.S. are imbedding the cross cultural trainings in the workplace that will enhance the workplace affiliation among the people of different ethnic groups.

2.4. Change Conflict:

There are people who like the way things are happening, and a little change makes them upset. It is mostly observed in older people who are in the habit of living in one way, they don't like to make changes much in their routine or work related things. This type of conflict also arises in the workplace where the new changes like introduction of Information Technology in the organization is not much appreciated by the older colleges where they are used to of working manually.

3. Dual concern conflict resolution Theory

The theory explains us that a person can have two major concerns, one is he/she loves themselves more and people less is called assertiveness. The other perspective is that he/she loves people more than they, is called empathy. There are all different human beings, and their behavior towards any situation cannot be predicted. It may be possible that a person behaves calmly in the situation but can get angry with the same situation at different interval of time. The dual core theory discusses five different perspectives of conflict resolution and they are: Avoidance, Yielding, competitive, Cooperative and Conciliation. These are the approaches a person can use to resolve the conflict at any instant he faces some problems.

3.1. Avoidance:

There are people who do not want their self to intrude any problem that is occurring among the others. For example some people are having trouble at work place because of the injustice, or inappropriate power distribution. But one of the people with the attitude of avoidance will say to himself, he is not the sufferer, why to intervene. This may lead to avoiding plenty of troubles. But it may happen that someday you are in trouble and there is no one to help you out of that problem. Avoidance is a good strategy to avoid the mishaps, fights or quarrels but one should not get stuck to it always. There are some situations where a person has to step forwards and leave the turtle shell to help, where he can exert the proper efforts.

3.2. Yielding:

The yielding style of conflict resolution is pro-social category, where a person removes all the barriers of inner side and move out of the box to solve the problems of people who are in trouble or need help. The people with having these approaches gain pleasure while helping the needy ones. Their inner satisfaction and contentment make them more vulnerable to outside threats. It may happen while helping the other, one gets into trouble. But they are least pushed by these facts. The things that matters to them are their relationships, the trust, the love and care they share with the people is the utmost goal they have in their lives and in the workplace. The climate of the organization plays an influential part in maintaining trust among the members of the organization and retain them as they are the assets the conflict can be raised in the situations where there is competition, if there is mistrust, where a person is not willing to listen to anything, sharing the workplace, and where the justice or injustice has been done (Duetsch, Coleman, Marcus, 2006)

3.3. Competitive Approach:

The competitive approach is one of those approaches, people are having today. Every individual on this earth even a small baby is having that. The advancements are getting less; there are plenty of unemployment, money issues, work timings and much more. It all makes an individual competitive and there is no alternate to that. This era of competition has increased the assertiveness among people and always trying to hold the powers and disgust the other. In this way they feel superior to others. Whenever there is an argument, they don't see argument as the building block of a new thing rather than see the argument to win. This is the way they feel relaxed and content. If we see an organizational perspective a person who tends to force others to do things rather than persuade is likely to have a hold on others, which makes him / her bossy and sometimes drives away from the people. The bossy attitude may come from the stereotypical background one belongs from, the stereotypical thinking can lead to wrong decision making, and wrong attitude towards people's thinking and can be a source of conflict in the organization (Darley & Gross, 1983, p: 20)

3.4. Cooperative Approach:

This is one of the best approaches where a person is not turning to be a self obsessed or people's lover. it's a 50/50 agreement between the choices of self and others. This kind of conflict resolution style helps a person to understand your own interests and the people's interest at the same time. It is being pure selfish that a person is only concerned with the happenings that are occurring to it. One should always try to avoid the conflict by taking out the middle way so that no one gets offended or get upset. The conflict is a state where both the parties are angry, frustrated and no one cares to listen to the other. But the cooperative approach makes a person to hold the nerves, control the anger, listen to the other person carefully, try to understand and then try to take a decision. This will help a person to maintain a good reputation among the people he is working, living or having some business with. This approach will lead a man to the state of emotional intelligence where a person has to behave wisely and intelligently especially in the pressure oriented situations. The amicable resolution of problems always helps to create a new path to work and delegate. It is very easy to snub a person and make him force to work. No… [END OF PREVIEW]

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