Conflict, Negotiation, And Resolution Scoring Guide ✓ Solved

Conflict Negotiation And Resolution Scoring Guide

Analyze consistent themes in the conflict.

Analyze your behaviors in the conflict.

Apply a conflict resolution style appropriate to the conflict.

Determine whether the outcomes when using the selected conflict resolution style would be different or remain the same.

Compose text that articulates meaning relevant to its purpose and audience.

Integrate into text appropriate use of scholarly sources and evidence.

Paper For Above Instructions

Introduction

Conflict negotiation and resolution are essential aspects of interpersonal relationships, especially in professional settings. This paper will explore consistent themes in conflict, particularly focusing on the context of dysfunctional conflict in a workplace setting. Furthermore, I will analyze my behaviors during this conflict, the resolution style I employed, and the outcomes of this approach. Drawing from scholarly sources, this paper will provide a well-rounded perspective on these elements of conflict negotiation and resolution.

Consistent Themes in Conflict

Consistent themes in conflict often relate to differing perceptions of power and responsibility among individuals involved. In my current role as a financial consultant, I have experienced conflicts stemming from my previous customer service background. Transitioning into a role with greater responsibility has created tension, especially when I felt unprepared for the challenges of the new position. This inconsistency in my self-perception versus the expectations of the role became a breeding ground for conflict.

Analyzing My Behaviors in Conflict

During this period, I often exhibited anxiety and self-doubt, which affected my interactions with colleagues and supervisors. My behavior revealed a lack of confidence that hindered effective communication and teamwork. For example, when faced with stressful situations, such as deadlines or performance appraisals, I often retreated instead of engaging constructively. This behavior illustrates a lack of engagement in conflict resolution, as I allowed my insecurities to dictate my responses.

Applying a Conflict Resolution Style

In analyzing my approach to conflict resolution, I relied on an accommodating style, where I attempted to please others at the expense of my own needs. While this may seem positive, it often resulted in unresolved issues and built resentment among colleagues. According to Thomas and Kilmann (1974), an accommodating style can lead to short-term peace but may create long-term dysfunction in relationships.

Outcomes of the Selected Conflict Resolution Style

If I had applied a more assertive conflict resolution style, such as collaboration or compromise, the outcomes could have been significantly different. For instance, open discussions about my insecurities and seeking feedback could have fostered a collaborative environment, leading to stronger relationships and improved workplace morale. Instead, the accommodating approach resulted in unresolved tensions, impacting team cohesion and my job satisfaction.

Effective Communication and Its Role

Effective communication is vital in conflict resolution. As noted by Moore (2014), understanding the perspectives of others can bridge gaps in communication and foster understanding. I have learned that articulating my feelings and needs in a constructive manner can prevent misunderstandings and build stronger relationships. For example, instead of avoiding conflicts, I now approach them directly, leading to honest dialogue and problem-solving.

Integrating Scholarly Sources

Integrating scholarly sources enriches the analysis of conflict negotiation. For instance, the works of De Dreu and Weingart (2003) emphasize the importance of collaborative conflict resolution strategies in improving team dynamics. Furthermore, studies have shown that addressing conflicts early and effectively can enhance organizational outcomes (Behfar et al., 2008). This research supports my experiences and encourages me to adopt a more proactive approach to conflict resolution.

Conclusion

In conclusion, my experiences in conflict negotiation and resolution have highlighted the importance of understanding consistent themes and personal behaviors in conflict. By transitioning towards a more assertive and collaborative conflict resolution style, I can enhance my relationships within the workplace and contribute to a positive organizational culture. As I continue to develop my skills, I aim to integrate lessons learned from scholarly research, ensuring my approach to conflict is informed and effective. Ultimately, embracing conflict as an opportunity for growth can lead to improved interpersonal dynamics and successful outcomes in professional settings.

References

• Behfar, K. J., Mannix, E. A., Peterson, R. S., & Trochim, W. M. (2008). Conflict in small groups: The role of team dynamics. Small Group Research, 39(3), 299-322.
• De Dreu, C. K. W., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741-749.
• Moore, C. W. (2014). The mediation process: Practical strategies for resolving conflict (3rd ed.). Jossey-Bass.
• Solomon, D. (2016). The intersection of policing and race. Center for American Progress.
• Singh, A., & Malik, S. (2016). President Obama’s legacy for Asian American and Pacific Islander Communities. Center for American Progress.
• Bryant-Davis, T., Adams, T., Alejandre, A., & Gray, A. A. (2017). The trauma lens of police violence against racial and ethnic minorities. Journal of Social Issues, 73(4), 852–871.
• Levan, K., & Stevenson, K. (2019). ‘There’s gonna be bad apples’: Police–Community relations through the lens of media exposure among university students. International Journal for Crime, Justice and Social Democracy, 8(2), 83.
• Privacy International. (2020). Retrieved from [URL].
• Social Psychology Applied. (n.d.). American Psychological Association. Retrieved from [URL].
• Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. TKI Publications.