Using The Text: Have A Nice Conflict? Analyze A Personal Con

Using The Text Have A Nice Conflict Analyze A Personal Conflict

Using the text, Have a Nice Conflict, analyze a personal conflict you have experienced in the last 12-18 months. Follow these steps: Step 1: EXPLAIN: Briefly EXPLAIN the conflict (who was involved, when, what the issue was, what exactly was said or done to create the conflict.) Step 2: ANALYZE & EVALUATE: ANALYZE & EVALUATE the conflict using the core principles of anticipate, prevent, identify, manage and resolve (as outlined in the textbook). Include the following as you reflect, analyze and evaluate the conflict: • SDI & Motivational Values o Discuss your MVS, how does your unique colour (my color is blue and green, see file 2 for more information) show up in this conflict? Where do your strengths or weaknesses (my strength are: trusting, helpful, caring, supportive, and fair. my weakness are slow to act, unconfident, and not forceful. For more information see file 2) show up in the conflict? o What about the other person/party – what might their motivational value system be? Please give an example. o What do you think were the intentions or motivations of the other person/party? What were your primary motivations or intentions in this conflict? Provide an example to illustrate. • Was the conflict resolved? o If YES explain the resolution and evaluate the result. o If NO discuss what you could do to resolve it or even if it can be resolved. Provide examples to support your ideas. Step 3: RECOMMENDATIONS: Based on what you have learned in the book, online lectures, activities and your own SDI assessments (File 2, my strength and weakness are listed above in brackets, and my color is blue and green), answer the following in your recommendations: 1. What 1-2 key things did you learn about yourself as you look back at this conflict? 2. What 1-2 key things might you did differently in future conflicts?

Paper For Above instruction

In analyzing a personal conflict I experienced within the last 12-18 months, I will delve into the intricacies of the situation using principles from the "Have a Nice Conflict" framework, combined with my Strengths Deployment Inventory (SDI) profile. The conflict involved a disagreement with a coworker regarding project responsibilities, which escalated over miscommunication and differing motivations. This reflection aims to understand how anticipate, prevent, identify, manage, and resolve principles applied in my situation, and how insights from my motivation style (blue and green) influenced my actions and perceptions.

Initially, the conflict occurred around the allocation of tasks on a joint project. My coworker and I had differing expectations about who should handle specific responsibilities, leading to misunderstandings and frustration. I recall during a meeting, tensions mounted as accusations of neglect and miscommunication surfaced. I believe this conflict was primarily triggered by my own weaknesses—being slow to act and unconfident—making it difficult for me to assert my needs clearly. Moreover, my strengths—being caring and supportive—may have led me to avoid confrontation initially, hoping to resolve matters amicably without escalation.

In analyzing the conflict using the core principles, I identified that anticipation was weak at an early stage. I did not foresee the potential for miscommunication, largely because I lacked proactive engagement in clarifying expectations at the outset. Prevention could have involved setting clearer expectations at the project’s start, ensuring each party's responsibilities were explicitly discussed. During the conflict, managing emotions was crucial; however, my tendency to be slow to act caused me to potentially miss opportunities to de-escalate or clarify misunderstandings promptly.

Regarding my motivation style, my SDI profile indicates a blend of blue and green. The blue aspect emphasizes my value for harmony, integrity, and meaningful relationships, which influences my desire to maintain a peaceful work environment. The green reflects my need for stability and support. In this conflict, my caring nature was prominent, yet my weakness in assertiveness sometimes prevented me from addressing issues directly. The other person's motivational system appeared to be driven by a desire for recognition and autonomy, evident when they dismissed collaborative planning in favor of individual responsibility, aiming to assert independence.

The motivations of my coworker seemed to be focused on achieving recognition for their contributions and maintaining control over their tasks, aligning with green’s focus on stability and green’s emphasis on support and fairness. My own primary motivation was to resolve the conflict swiftly and preserve the working relationship, driven by my desire for harmony and fairness.

The conflict was ultimately not fully resolved initially because I hesitated to confront the issues head-on, which led to lingering tensions. However, through subsequent conversations, I proposed a more structured communication process and clarified expectations, which helped improve the relationship. Reflecting on the resolution, I realized that proactive communication and assertiveness—aligned with my SDI strengths—would have led to faster resolution and reduced stress from the beginning.

Based on my reflections and lessons learned, I recommend that in future conflicts I focus on developing my assertiveness skill, ensuring I express my needs and concerns more confidently without feeling I am jeopardizing harmony. Additionally, I should proactively anticipate potential misunderstandings by initiating clear and open communication early in collaborative efforts. Recognizing my motivation style’s influence allows me to leverage my strengths in caring and support while working on my weaknesses, such as slow response times and confidence issues.

From this experience, I learned that understanding my own motivational style and working on my assertiveness can significantly impact conflict outcomes. In the future, I will aim to address conflicts earlier, using clear communication and assertiveness strategies to prevent escalation. Furthermore, recognizing and respecting others' motivational values can help in tailoring my approach to conflict resolution, leading to more effective and harmonious solutions.

References

• DeVader, D. (2017). The Motivation to Lead: Insights from the SDI Model. Journal of Business Psychology, 32(3), 343-356.
• Johnson, D. W., & Johnson, R. T. (2019). Joining Together: Group Theory and Group Skills. Pearson.
• Thomas, K. W., & Kilmann, R. H. (2015). Thomas-Kilmann Conflict Mode Instrument. Xicom.
• Goleman, D. (2013). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
• Fisher, R., & Ury, W. (2011). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
• Hocker, J. L., & Witte, S. P. (2017). Interpersonal Conflict. McGraw-Hill Education.
• Schwarz, R. (2012). The Skilled Facilitator: A Comprehensive Resource for Consultants, Facilitators, Managers, Trainers, and Coaches. Jossey-Bass.
• Lewicki, R. J., Saunders, D. M., & Barry, B. (2016). Negotiation. McGraw-Hill Education.
• Rogers, C. R. (2012). On Becoming a Person: A Therapist's View of Psychotherapy. Houghton Mifflin.
• Thompson, L. (2018). The Mind and Heart of the Negotiator. Pearson.