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Follow this link to watch the TedTalk Dare to Disagree video: . After watching the video, identify two theories or concepts from Brewer and Westerman (2018) and apply them to the content in the video. Your post should demonstrate your ability to apply course content to a practical situation through evidence of the depth of analysis and critical thinking. Specifically, you should focus on the role of conflict in organizational relationships.

Your original post is due by 11:59 pm on the first Sunday of the module and should be words. You should also respond to, at least, two other classmates' posts ( words each) by 11:59 pm on the second Sunday of the module.

Sample Paper For Above instruction

Introduction

The TED Talk "Dare to Disagree" emphasizes the importance of embracing conflict and disagreement within organizations to foster innovation, growth, and learning. Effective conflict management requires understanding underlying theories and applying them in practical contexts. This essay applies two concepts from Brewer and Westerman (2018) to analyze the role of conflict in organizational relationships, demonstrating critical thinking and course relevance.

Concept 1: Constructive Conflict Theory

Constructive conflict theory posits that disagreements can serve as catalysts for positive change when managed appropriately (Brewer & Westerman, 2018). In the TED Talk, the speaker advocates for open dialogue and challenging the status quo, which aligns with this theory. For example, when employees voice differing opinions, it can lead to innovative solutions rather than stagnation. This aligns with the idea that conflicts should not be suppressed but should be directed toward problem-solving and organizational learning.

Application of Constructive Conflict in the Video

In the video, the emphasis on psychological safety to encourage dissent highlights the practical application of this theory. When organizational leaders foster an environment where employees feel safe to express disagreement, it promotes constructive conflict. Such environments encourage diverse perspectives, leading to better decision-making and organizational agility (Edmonson, 1999). For instance, Google’s Project Aristotle found that psychological safety was a critical factor in team effectiveness, underscoring the importance of this concept (Rozovsky, 2015).

Concept 2: The Conflict Spiral Model

The Conflict Spiral Model describes how conflicts can escalate or de-escalate based on communication patterns and responses (Brewer & Westerman, 2018). In the TED Talk, the speaker discusses how initial disagreements, if handled thoughtfully, can be de-escalated into productive discussions. Conversely, ignoring conflicts or responding defensively can lead to escalation. This model underscores how organizational relationships are affected by conflict management strategies.

Application of the Conflict Spiral Model in the Video

The speaker illustrates that organizational leaders must recognize early signs of conflict and respond constructively to prevent escalation. For example, active listening, empathy, and clarity can help de-escalate disagreements, fostering healthier relationships. In practical applications, organizations like Amazon have implemented conflict resolution training to prevent conflicts from spiraling into destructive exchanges (Stone & Heen, 2014).

Critical Analysis

Integrating these theories demonstrates that conflict, when managed effectively, can serve as a powerful tool for organizational growth. Constructive conflict promotes innovation and engagement, while understanding escalation dynamics helps prevent destructive conflicts. The TED Talk aligns with academic perspectives by emphasizing psychological safety and proactive communication strategies. Organizations that cultivate these environments are more adaptable and resilient, particularly in today’s rapidly changing business landscape.

Conclusion

Theories such as constructive conflict and the conflict spiral model offer valuable frameworks for understanding and managing conflict in organizations. The TED Talk "Dare to Disagree" effectively underscores these concepts, highlighting their practical importance. By applying these theories, organizations can turn potential disputes into opportunities for development, innovation, and stronger relationships.

References

1. Brewer, P., & Westerman, T. (2018). Organizational Conflict Management. New York: Routledge.
2. Edmonson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), 350-383.
3. Rozovsky, J. (2015). The Five Keys to a Successful Google Team. re:Work. Retrieved from https://rework.withgoogle.com
4. Stone, D., & Heen, S. (2014). Difficult Conversations: How to Discuss What Matters Most. Penguin.