Group Conflict Management Raymond Stroud The University Of A

Group Conflict Managementraymond Stroudthe University Of Arizona Glo

Identify and briefly describe your personal conflict-management style. Collaboration is considered the best long-term result because it involves working together to find solutions that satisfy all parties. Although collaboration is time-consuming and challenging since everyone wants their ideas considered and left satisfied, it produces the most positive outcomes as all involved leave the conflict resolution process feeling heard and content. This approach requires open communication, negotiation, and teamwork, and it tends to foster healthy relationships within groups or organizations. In my personal experience, I tend to use a collaborative conflict-management style, which involves looking at issues from multiple perspectives and working toward mutually acceptable solutions. For example, when deciding on a new Head Cook for my restaurant, I engaged Tom, the manager, in a discussion where we both presented our opinions and rationale for each candidate. After a period of negotiation and open dialogue, we decided to trial both applicants, allowing us to evaluate their performance and choose the best fit collaboratively. This methodology aligns with findings from Harvard Business Review (2022), which suggest that collaboration, although more demanding, generally yields the most satisfying and sustainable resolutions. Besides professional contexts, I also employ a collaborative style in personal life, such as negotiating with family members about shared living arrangements, or resolving disagreements with friends or colleagues through open discussion and compromise. While collaboration is highly effective, it is not always feasible because some team members may insist on their ideas despite others’ opinions, which can hinder consensus. When faced with such challenges, I prefer to adopt an avoidance strategy, stepping back to defuse tensions and prevent conflict escalation, which is often necessary to maintain peace, especially when issues are minor or emotionally charged. Hence, my conflict management approach combines collaboration with occasional avoidance to balance healthy communication while avoiding unnecessary drama. Overall, effective conflict management requires flexibility, awareness of the context, and understanding of different styles, as supported by Way, Jimmieson, & Bordia (2016), who emphasize the importance of perceiving and adapting to various conflict resolution strategies to foster positive team dynamics and organizational health.

Paper For Above instruction

In the realm of conflict management, understanding and applying appropriate styles is essential for fostering healthy relationships, promoting teamwork, and achieving constructive outcomes. My personal conflict management style predominantly aligns with collaboration, with a pragmatic willingness to utilize avoidance when necessary. This dual approach allows me to navigate conflicts effectively in both personal and professional settings, aiming for solutions that satisfy all parties involved.

Collaboration is arguably the most effective conflict management strategy, particularly for long-term resolution, as it involves open dialogue, mutual respect, and cooperative problem-solving. This style emphasizes working together to identify underlying interests and develop creative solutions that address the needs of everyone involved. For instance, in managing a disagreement over hiring a new Head Cook at my restaurant, I collaborated with Tom, the manager, by discussing our perspectives and jointly evaluating candidates. Through a series of negotiations and shared decision-making, we arrived at a trial solution that ensured both our satisfaction and the potential for selecting the most suitable candidate ultimately. Such collaborative efforts lead to stronger relationships, increased trust, and more sustainable resolutions, as highlighted by Harvard Business Review (2022), which advocates for collaboration as a premier conflict resolution approach despite its demands on time and effort.

In personal life, I often employ collaboration in situations such as negotiating shared household expenses, furniture choices, or planning social events. For example, my brother and I decided on coordinating our new apartment's furniture by combining existing pieces with new ones, which was a compromise that everyone found acceptable. Such negotiations require patience, understanding, and the ability to see things from others' perspectives.

However, collaboration is not always practical or possible, especially when team members are persistent or unwilling to compromise. In such cases, I resort to avoidance—strategically stepping back from heated disputes to prevent escalation or damage to relationships. For example, during a contentious office purchase request, I initially attempted to collaborate with the finance department but encountered resistance. Recognizing the emotional intensity and potential deadlock, I temporarily distanced myself from the issue, allowing time to cool down before revising my approach. This enabled me to find alternative ways to secure approval for the purchase, demonstrating the utility of avoidance in diffusing tension and regrouping for subsequent negotiation (Weinclaw, 2021).

This combination of collaboration and avoidance reflects an adaptable conflict management style tailored to the context’s demands. While collaboration fosters understanding, trust, and mutually beneficial solutions, avoidance provides a tactical retreat to manage emotional or superficial conflicts. Nonetheless, this approach requires discernment, as overuse of avoidance can lead to unresolved issues and frustration. Therefore, effective conflict management hinges on recognizing when to engage collaboratively and when to strategically withdraw, which ultimately enhances relationship longevity and organizational cohesion.

Research supports the effectiveness of these strategies. Adams and Galanes (2021) emphasize the importance of flexible communication styles, while Wienclaw (2021) highlights that high levels of cooperation and assertiveness underpin successful collaborative conflict resolution. Conversely, avoidance is recognized as a short-term technique, useful to prevent confrontation but insufficient for addressing root causes in the long-term. In practice, balancing these styles improves conflict outcomes and promotes a constructive communication culture within diverse group settings.

References

• Adams, K., & Galanes, G. (2021). Communicating in groups: Application and skills (11th ed.). New York, NY: McGraw-Hill.
• Harvard Business Review. (2022). Reconciling conflict resolution strategies in teams. Harvard Business Publishing.
• Weinclaw, R. A. (2021). Conflict Management. Salem Press Encyclopedia.
• Way, K., Jimmieson, N. L., & Bordia, P. (2016). Shared perceptions of supervisor conflict management style: A cross-level moderator of relationship conflict and employee outcomes. International Journal of Conflict Management, 27(4), 477-495.
• Jehn, K. A., & Mannix, E. A. (2001). The Dynamic of Conflict: A Longitudinal Examination of Team Conflict, Conflict Management, and Team Performance. Academy of Management Journal, 44(2), 238-251.
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