Xcom100 Conflict Management Summary
Xcom/100 Introduction to communication Types of conflict There are several types of conflict. Within our reading it discussed eight different types of conflict. Interpersonal conflict is one type of conflict which is a struggle that happens when two people cannot agree upon a way to meet their needs.
Construtive conflict is when there is cooperation regarding the issues and helps build tools to fix the problems at hand. Destructive conflict is the lack of cooperation in dealing with the issues and breaks up relationships forever.
Pseudo conflict is just a misunderstanding a meaning of something portrayed from the opposing party involved. Simple conflict is a basic difference in ideas, definitions, perceptions, or goals. Ego conflict is a personal issue and then the parties involved start attacking the others self esteem. Serial arguments are the same arguments that occur over and over again. Irresolvable conflict is when one or both of the parties involved think that the issue is impossible to resolve. Every conflict has some style of management which are non-confrontational, confrontational, or cooperative.
Non-confrontational style is basically when one person completely backs off avoiding the conflict all together and giving into the other party involved. Confrontational style is a win lose scenario in which one party wants control and to essentially win the argument at the expense of the other. Cooperative style is viewed as both parties want to reach an agreement and come to a solution to the problem at hand. An effective conflict should be managed and problem solving tools should be used so both parties end up in a win, win outcome. There are certain skills that help out in conflict management.
Managing emotions and being able to make logical decisions about the conflict is important. Select a acceptable time and place to discuss the issue, plan your message, manage your nonverbal message, refrain from using profanity and lashing out, and last remember to use self talk. Managing your emotions is often a struggle, but escalating the situation will never help resolve a conflict. By managing your information such as clearly describing the issue, owning your faults, listening and understanding what others say and do are also important skills. Identify what your goals are as well as your partners and see where they overlap.
Both of you obviously want to obtain these goals so finding a way so both parties can achieve their goals is important. Managing the problem is an important skill to have. This enables you to be able to define and then solve the problem, think of all possible outcomes or solutions, and discuss the pros and cons of the problem at hand. My style of management is without a doubt non-confrontational. When I was reading our material this week I actually stopped reading and told my girlfriend to read this because it was definitely me. A couple of the five types of responses I can relate with.
I like to distract with jokes conflict and face the issues. I know that the problem will continue to resurface if not dealt with, but I continue to try and postpone it. Another style is called computing which I also do as I avoid emotional involvement even under pressure. I respond to emotional situations with words and phrases rather than empathy to a situation. I don’t really give in when faced with conflict although I don’t want to deal with it. I have gotten much better at managing conflict and my emotions throughout the last five or ten years because I have got help concerning these issues among others.