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Conflicts

Conflicts are important and it is also important to recognize the different types of conflicts that you may be involved with. Pseudo conflicts are one of the five different types. These are not real conflicts, they are only perceived as conflicts. Need conflicts occur when the needs of one individual are at odds with the needs of another.

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59 views4 pages

Conflicts

Conflicts are important and it is also important to recognize the different types of conflicts that you may be involved with. Pseudo conflicts are one of the five different types. These are not real conflicts, they are only perceived as conflicts. Need conflicts occur when the needs of one individual are at odds with the needs of another.

Uploaded by

jaz409
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Conflicts

Associate Level Material


Conflicts Are Important Worksheet
In this assignment, you must write 300 to 450 words on conflict and conflict
management. Record your answers in this worksheet.
Part 1: The Five Conflict Types
Describe each of the five conflict types using paragraph form.
Conflict is important and it is also important to recognize the different types
of conflicts that you may be involved with. By knowing this, you can
recognize the state of mind youre in and if possible avoid it. Pseudo
conflicts are one of the five different types. These are not real conflicts,
they are only perceived as conflicts. Pseudo conflicts can result from two
causes: faulty assumptions and false dilemmas. Mistaking assumptions for
facts may explain many pseudo conflicts. Pseudo conflicts that result from
false dilemmas occur when the parties involved see only two choices as
solutions to a problem. Another is Fact conflicts. These kinds of conflicts
are at hand when individuals disagree about information that could easily
be verified whether by statics or some other resource. Ego conflicts occur
when a dispute centers on status or power. This reminds of two of my
cousins when they let their egos get in the way of them winning their
athletic competitions. Even though it was obvious that Steve was more of
an athletic guy than Mark, Mark always felt like he had something to prove.
Instead of them continuing to be on the same time for these competitions,
Mark felt as though he had to show Steve that he was able to do everything
better than him as well as get the most girls phone numbers. This king of
ego conflict they had affected their ability to continue to work together.
Value conflicts focus on personal beliefs that you hold near and dear and is
one that is very important to me. At a previous job another assistant
manager decided that he wasnt going to ask all the employees in the store
their availability on the weekends. He felt that it was okay for him to ask just

the ones he had a better communication with. I took that very personal
because I believe that all of us should be treated equally no matter the title,
status and who or what you know. That conversation got quit heated that
the district manager got involved. The last type of conflict is called Need
conflicts this usually occurs when the needs of one individual are at odds
with the needs of another. When you need a tool to finish a job and so does
your co-worker, when you need time to complete a project for work and
your spouse needs your help right now, 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 resolved
by redefining or restating the needs in a way that allows a mutually
satisfying solution.
Part 2: The Five Conflict Management Styles
Describe each of the five conflict management styles and explain the
strengths and weaknesses of each. Use paragraph form.
There are five different conflict management styles. Each of them has their
own strengths 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 engage in conflict. Avoiders try to
stay away from conflict by leaving the situation, changing the subject, or
simply 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 a conflict. Accommodators
allow others to determine the outcome of the conflict.
You will give in to keep the peace. Accommodators value smooth
relationships

and dont want to make waves or cause trouble for anyone.


Accommodation may be most appropriate when the issue in conflict is not
that important to you or when it is easy
to make concessions to others. Repeated attempts to accommodate
others, however, may result in resentment and failure to get your 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 feelings of others. Forcers are often
impatient with others who do not see things their way. Although forcing can
lower morale, jeopardize relationships, and stifle creativity, in some
situations, you might 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 settle 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 both you and the other
party can live 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, a willingness of both parties to work together, and the belief that there
is a mutually satisfying solution.
Part 3: Collaborative Communication
List 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, then 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 proven themselves once before.
Wanting to hear 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 sense.

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