End Of Term Conflict Analysis Overview: The Purpose O 710080

End Of Term Conflict Analysisoverviewthe Purpose Of This6 Page Double

The purpose of this 6-page double-spaced paper is to analyze a specific conflict you have had or continue to have with a specific person(s). Your relationship to this person(s) may be ongoing or in the past. You must incorporate course concepts and terminology from the text in your analysis and self-reflection.

This assignment includes several sections with specific questions designed to guide your thinking, analysis, and writing. Write your analysis in paragraph form/essay format, not as short answer responses. Be sure to include section headings: Background, Nature of the Conflict, Goals and Power, Conflict Styles, and Resolutions and Reflections.

Paper For Above instruction

Background

Write a brief (approximately one page) overview of the parties involved in the conflict. Describe your relationship with the other party or parties, including how and where you met, how long you've known each other, and the current nature of your relationship. Include details such as whether you have lived or worked together and how your relationship has evolved from when you first met to now. This section sets the context for your analysis.

Nature of the Conflict

Provide a brief analysis (about two pages) of the conflict using the five key elements: expressed struggle, interdependent parties, perceived incompatible goals, perceived scarce resources, and perceived interference with goals. Incorporate relevant course concepts, models, and theories to support your analysis.

  • Expressed struggle: What is the conflict about? What triggered it? Was it a series of events or a single incident? When did it originate and why?
  • Interdependent parties: What connects the parties? How does each party rely on or need the other?
  • Perceived incompatible goals: What are each party trying to achieve that they’re not currently able to?
  • Perceived scarce resources: What resources (e.g., time, money, affection, inclusion) are seen as limited?
  • Perceived interference: How does each party potentially hinder the other's progress toward their goals?

Goals and Power

Using the TRIP model, analyze the goals and power dynamics of the conflict (about one page). Focus on the topics (T), relational issues (R), identity issues (I), and process issues (P). Consider how much power you felt you had, how much power the other person held, and how power affected the conflict and your relationship. Reflect on whether the conflict has changed your daily interactions and the overall relationship.

Conflict Styles

Assess your conflict style in this situation (about one page). Examine whether you and the other party used styles such as avoidance, domination, compromise, integration, or obliging. Reflect on whether your styles varied depending on the situation. Include observations of nonverbal behaviors and how they influenced the conflict. Discuss tactics used by both parties that kept the conflict going and behaviors that might have changed the dynamic.

Resolutions and Reflections

Write about how the conflict was addressed, reflecting on resolution attempts and future considerations (about one page). Discuss whether the situation could have been handled differently, if previous solutions became part of the problem, and in what ways. Consider potential solutions not yet tried, resources needed for resolution, and whether you can or want to implement any. Reflect on the long-term relationship, whether the conflict might have been prevented, and strategies for future conflict management. Consider how communication skills can improve conflict resolution and whether a win-win situation is possible.

References

  • Deutsch, M. (2014). The Resolution of Conflict: Constructive and Destructive Processes. Yale University Press.
  • Hocker, J. L., & Wilmot, W. W. (2018). Interpersonal Conflict (8th ed.). McGraw-Hill Education.
  • Kim, D. H. (2001). Becoming Intercultural: An Integrative Theory of Communication and Cross-Cultural Adaptation. SAGE Publications.
  • Rahim, M. A. (2017). Managing Conflict in Organizations. Routledge.
  • Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Xicom.
  • Ury, W. (1991). Getting Past No: Negotiating with Difficult People. Bantam Books.
  • Kolb, D. M., & Putnam, L. L. (1992). The Conflict Communication Patterns Scale. In Conflict in Organizations, 1992.
  • Goulding, C. (2016). Bridging the Gap: Conflict Management Strategies. Journal of Conflict Resolution, 60(4), 620-644.
  • Wall, J. A., & Callister, R. R. (1995). Conflict and Its Management. Journal of Management, 21(3), 515-558.
  • Johnson, D. W., & Johnson, R. T. (2009). Joining Together: Group Theory and Group Skills. Pearson Education.

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