...Application 5.1- Measuring your Conflict Style Person A Husband Person B Writing team at work 1. 2/3 I avoid being “put on the spot”; I keep conflicts to myself. 2. 4/3 I use my influence to get my ideas accepted. 3. 4/4 I usually try to “split the difference” in order to resolve an issue. 4. 3/4 I generally try to satisfy the other’s needs. 5. 4/4 I try to investigate an issue to find a solution acceptable to us. 6. 3/4 I usually avoid open discussion of my differences with the other. 7. 4/2 I use my authority to make a decision in my favor. 8. 3/4 I try to find a middle course to resolve an impasse. 9. 3/4 I usually accommodate the other’s wishes. 10. 3/3 I try to integrate my ideas with the other’s to come up with a decision jointly. 11. 3/4 I try to stay away from disagreement with the other. 12. 3/3 I use my expertise to make a decision that favors me. 13. 3/3 I propose a middle ground for breaking deadlocks. 14. 3/4 I give in to the other’s wishes. 15. 5/5 I try to work with the other to find solutions that satisfy both our expectations. 16. 2/4 I try to keep my disagreement to myself in order to avoid hard feelings. 17. 4/3 I generally pursue my side of an issue. 18. 4/3 I negotiate with the other to reach a compromise. 19. 3/3 I often go with the other’s suggestions. 20. 5/5 I exchange accurate information with the other so we can solve a problem together. 21. 3/5 I try to avoid unpleasant exchanges with the other. 22. 3/3 I sometimes use my power...
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...needs to be accomplished. It is the practice of doing more pleasurable things in place of less pleasurable ones, like carrying out less urgent tasks instead of the more urgent ones, thus impending tasks to a later time. But I’ll give you a more brief definition of procrastination in my own understanding and for me It means: *not being able to get started *staring at the wall * watching your favorite tv show or teleserye instead of accomplishing a certain task that needs to be done. * Using your mobile phones; Instagramming, twitter, facebooking, chatting etc. * stalking your crush on social media instead of doing your homework * killing the time by sleeping, eating and other activities like basketball, volleyball etc. that makes you avoid the priorities * gala ng gala kahit alam mong may project na dapat tapusin. But my point here is there are a lot of definitions of procrastination. Adults, young adults, and teens are very familiar with this type of attitude, because as a person it is one of the most basic norms. Let me tell you something about my own experience of procrastination, just recently when doing this speech I had a lot of excuses, Staring at a black word document page with no ideas of even starting my speech, so I got a little bored and I was tempted to go the kitchen and make myself a sandwich. Before you know it the “making of sandwich” turned into a 5 minute break for facebooking. And then I realized 3 hours has gone past. I got so distracted and I lost...
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...How does Tennessee Williams present the character of Blanche in Scene 1 of the play? In scene 1 of the play ‘A Streetcar Named Desire’, Tennessee Williams presents Blanche as a dependent character who relies on the company of others but attempts to keep this insecurity hidden. Although Blanche may appear to be dominant and outspoken, she secretly fears to be alone. The command ‘You hear me? I said stand up!’ establishes Blanche’s authority and gives the impression of dominance however this highly contrasts with Blanche’s statement ‘I want to be near you, got to be with somebody, I can’t be alone!’ The contrast of these two statements highlights the dynamics of their relationship as it suggests Blanche is more reliant on Stella than she makes out to be. Williams has done this in order to reveal Blanche’s true character to the audience by illustrating her fears of being ‘alone’ which clearly establishes how dependant she is on her sister. Tennessee Williams depicts Blanche’s jealousy of her sister’s marriage and appearance which illustrates her as an envious and insecure character. This is evident after Blanche confesses the loss of Belle Reve and how she was forced t o deal with the unfortunate situation alone. Blanche questions Stella ‘Where were you! In bed with your – Polack!’ to defend herself and place blame on Stella. This illustrates Blanche’s jealousy over how Stella was able to escape and start off a new life in New Orleans and find security in a marriage while she has...
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...Entrepreneurial Leadership “Five Guys Burgers and Fries: Ingredients for Success” July 22, 2012 Abstract Five Guys was founded in 1986 by Jerry and Janie Murrell and their sons, all five of whom are part of the business. The first location, which no longer exists, was in the Westmont Shopping Center, and by 2002, the family ran six locations in Northern Virginia. The restaurant gained popularity among locals and visitors alike, and its franchises grew rapidly over the years. In August 2010, they had more than 670 locations across America and Canada. When his sons decided they weren’t going to college, Jerry and Janie took the money they had saved for their college and opened a Five Burgers and Fries. Currently, Five Guys gave expanded to over 1,000 locations in 47 states and 6 Canadian provinces. This paper will focus on three main reasons how Five Guys has become one of the fastest growing burger chains in the country. The three main reasons are quality, value and the salesmen. “Start a business or go to College.” (Five Guys Burger and Fries, 2012) While many of us would believe this is a crazy offer for a father to present his sons who recently graduated college, I think it is safe to say none of us, even Jerry and Janie Murrell, would have thought the business would sky rocket as much as it has. The first Five Guys location was opened in Arlington, VA in 1986 and five additional stores were opened throughout the Washington, DC area by 2001. By 2003, only...
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...be proactive in maintaining the success of the organization; their financial situation, geographical placement of the organization, technology utilized, and personnel acquired. Although all components of an organization are equally important, it is the personnel component which needs continual observation by management. Individuals within most organizations are likely to work within a group of individuals. Moreover, individuals within the group have different personalities and sometimes have difficulty resolving conflicts with other individuals within the group. Many organizations have realized the need to educate their personnel on conflict resolution and have invested financially in consultants to teach management team-building exercises for conflict resolution. Therefore, management can educate their personnel on team-building exercises for conflict resolution. The following pages are a team-building exercise to health care personnel in regards to conflict resolution. Health care personnel such as physicians and nurses are very knowledgeable in the medical field, due to their extensive education. However, this author has observed that some physicians feel they are superior to nurses, due to their higher education. Furthermore, this author also observed nurses feel physicians do not understand the full need of the patients, due to the limited time the physician...
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...style to deliver better quality outcome sin negotiations. The NDI consists of three parts: • • • Part A identifies different approaches. Part B identifies different emotional responses in negotiation Part C identifies use of different types of tactics. Part A – Approaches to negotiation Below you are asked to choose between 30 pairs of statements. You are asked to indicate which of the two statements best describes you. 1. E. I work hard to preserve the relationship with my counterpart. B. I try to identify the underlying issues. D. I work to defuse tense situations A. I gain concessions by being persistent E. I focus on solving the other party’s problem D. I try to avoid unnecessary conflicts C. I search for a fair compromise E. I work hard to preserve the relationship C. I suggest fair compromises D. I avoid personal confrontations C. I seek the midpoint between our positions B. I search for the problems underlying our disagreements D. I tactfully resolve many disagreements C. I expect “give and take “ in negotiations A. I clearly communicate my goals B. I focus my attention on the other side’s needs D. I prefer to put off...
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...f Associate Level Material Conflicts Are Important Worksheet In this assignment, you must write 300 to 450 words on conflict and conflict management. Record your answers in this worksheet. Part 1: The Five Conflict Types Describe each of the five conflict types using paragraph form. Conflict is important and it is also important to recognize the different types of conflicts that you may be involved with. By knowing this, you can recognize the state of mind you’re in and if possible avoid it. Pseudo conflicts are one of the five different types. These are not real conflicts, they are only perceived as conflicts. Pseudo conflicts can result from two causes: faulty assumptions and false dilemmas. Mistaking assumptions for facts may explain many pseudo conflicts. Pseudo conflicts that result from false dilemmas occur when the parties involved see only two choices as solutions to a problem. Another is Fact conflicts. These kinds of conflicts are at hand when individuals disagree about information that could easily be verified whether by statics or some other resource. Ego conflicts occur when a dispute centers on status or power. This reminds of two of my cousins when they let their egos get in the way of them winning their athletic competitions. Even though it was obvious that Steve was more of an athletic guy than Mark, Mark always felt like he had something to prove. Instead of them continuing to be on the same time for these competitions, Mark felt as though...
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...Associate Level Material Conflicts Are Important Worksheet In this assignment, you must write 300 to 450 words on conflict and conflict management. Record your answers in this worksheet. Part 1: The Five Conflict Types Describe each of the five conflict types using paragraph form. 1. Pseudo conflicts: Pseudo conflicts are situations that aren’t perceived as such, but are the primary result between two different causes. The first cause can result from faulty assumptions where the individual makes their own assumptions without taking the necessary time to evaluate the situation at hand. The second cause results from false dilemmas where both individuals involved have determined only two solutions to a certain outcome towards that particular situation, but choose the option of discussing any and all positive outlets. Pseudo conflicts may seem to be unimportant, but can actually take a turn for the worse where no resolutions have been created. 2. Fact conflicts: Fact conflicts come into play when you have individuals who are in a disagreement regarding information that can be verified when the necessary time is taken to gather the facts needed. Even though an individual may believe the ideas of thoughts are valid may not be the truth, it’s almost as though they believe their assumptions or their observations are more accurate than what happened. 3. Ego conflicts: ego conflict if not taken care of in an...
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...PERSONAL CONFLICT MANAGEMENT STYLE QUESTIONNAIRE Source: RESOLVING CONFLICT – With Others and Within Yourself By Gini Graham Scott, PhD AIMS AND METHOD: To help you to become more aware of your personal approach to conflict. In this questionnaire you are presented with 12 situations that you are likely to encounter in your personal, professional, or political lives. Each situation has 5 possible responses. Allocate 10 points between each possible response(s), with the highest number of points indicating your strongest response. You can allocate the 10 points as you wish as long as the total for each situation is 10 (so for example, you can allocate 10 points for 1 response and 0 for the rest.) It might be helpful to keep a single frame of reference in mind when answering these questions (e.g., your experience at work; or at home amongst family, friends and local community; or your involvement with wider issues such as in political organizations. Keep your chosen frame of reference of reference in mind when responding to all the situations. You will find that situations A-F focus on your individual reactions and feelings when faced with conflicts. Situations G-L concentrate more on how you interact in a group setting. This is not a test, and the survey is helpful to you only in so far as you accurately represent your characteristic responses. SITUATION A Upon experiencing strong feelings in a conflict situation you would 1 ___ Enjoy the emotional release and exhilaration ...
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...Evaluating value of Conflicts Value Conflicts and Key Terms Overview: This page offers a few different ways to use values to explore conflict. Understanding the values that motivate people in various situations helps students avoid oversimplification, damaging vilification, and undue self-congratulation. Building these habits of analysis can help students move away from a “good vs. evil” worldview and to begin seeking and evaluating the enormously complex variables of human behavior. Goals: 1. To give students a vocabulary and protocol to recognize motivating values and anti-values and to dissect conflicts into their component values. 2. To give students tools to analyze value conflicts, to evaluate the assumptions involved, and to generate predictive inferences and concrete steps towards a resolution. 3. Student will be able to recognize and avoid the fundamental attribution error, in which we habitually project personality flaws in others when they struggle, and look for situation-based explanations when we struggle. In short, students will practice perspective-taking, and be better able to put themselves in other people’s shoes. 4. Students will learn to recognize conflicting values within themselves, and to balance and prioritize their needs, goals, and desires. In General: 1. It’s difficult to pull values out of the air when evaluating a situation. There are a lot of them, and they can mean very different things to different people. I regularly use...
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...Content conflict KIMBERLY centers on objects,events,and persons that are usually, not always, external to the parties involved in the conflict relationship conflict are equally numerous and those that center on the nature and meaning of a particular relationship collectivist cultures conflicts involve violations of larger group norms and values like failing in your role or disagreeing with a superior individualist cultures conflicts involve violations of expected norms like not defending a position in face of disagreement competing great concern for your needs and little concern for other's. you win and the other person loses. avoiding little concern for your or the other person's needs. both lose and there is no communication about the problem. compromising some concern for both your needs and the others. both participants both win and lose accommodating little concern for your needs and great concern for the other's. you lose and the other wins. Collaborating great concern for both your and the other person's needs. both win and takes time and willingness to communicate nonnegotiation refusal to discuss the conflict or listen to the other person's views defensiveness the self-protective attitude of an individual or an atmosphere in a group characterized by threats,fear and domination. supportiveness the attitude of an individual or an atmosphere in a group that is characterized by openness, absence of fear and genuine feeling of equity force a non-productive conflict...
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...Conflict in the workplace is inevitable, but it doesn't have to bring down morale or effect productivity. Here are eight things you can do to handle conflict and restore the peace. Conflict in the workplace is a painful reality and a key reason for poor productivity and frustration. One point is clear--conflict does not magically go away and only gets worse when ignored. Negative attitudes occur repeatedly over time and can cause people to strike out at each other. In many cases, conflict occurs at the senior level of the organization. In these situations some kind of intervention is needed. What type of workplace conflict requires intervention? Anything that disrupts the office, impacts on productivity or poses a threat to other employees needs addressing. The degree to which you tolerate a situation before intervention may vary. A manager may not feel it necessary to intervene when a minor exchange of words occurs between employees--unless such an incident becomes a daily occurrence and expands beyond the employees initially involved. However, a situation where one employee threatens another requires immediate action. When handling conflict, some basic guidelines apply. 1. Understand the situation. Few situations are exactly as they seem or as presented to you by others. Before you try to settle the conflict insure you have investigated both sides of the issue. 2. Acknowledge the problem. I remember an exchange between two board members. One member was frustrated...
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...Case Study: The New Career Development Program That Ruins Careers Introduction * It can be said that for any business that employs human beings will always encounter experiences of organizational conflict. This conflict can be caused by a multitude of ever-changing variables and circumstances. It is important to understand why organizational conflict is important and how it can be used as a productive resource that, when managed properly, can build stronger, healthier working relationships and create a corporate culture of open and effective communication channels (Shockley-Zalabak, P., 2015). In this case study, there are several examples of organizational conflict that have been exhibited amongst the program development group. This paper will identify those individuals and their behaviors contributing to the conflict and offer a solution that is mutually beneficial to all parties involved. * Case Study Background * The AMEX Corporation is in need of an up-to-date career development program which called for the need of new materials and a new training format for the entire employee population; all 10,000 employees. The department director, Jane, must make a determination as to how project assignments will be assigned that best fits the needs of the group to achieve optimal results. On Jane’s team, there are 4 senior staff members: Denise who is the most experience and best qualified in Jane’s opinion; Roger who is equally qualified but with less experienced...
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...Recently, tensions have risen between employees in the patient accounts department due to personal conflicts. Confrontations between employees have disrupted the work environment, teamwork is diminishing, employee morale is decreasing, and managers are lacking the tools needed to address and solve these issues. Lack of managerial assistance in solving conflicts among employees also seems to be a problem. Shaun Walder, Director of Patient Accounts, does not like to get involved and rather have the employees work it out amongst themselves. These problems become related because if managers do not get involved, employees will continue to disagree with one another, and the issues are never addressed properly. That brings me to the purpose of this paper. How can managers effectively resolve interpersonal emotional conflicts? Literature Review Interpersonal conflict can be described as conflict between two or more individuals who are in a disagreement with one another. Emotional conflict can be described as conflict that involves interpersonal disputes that occur due to feelings of anger, mistrust, fear, dislike, and resentment. Emotional interpersonal conflict is most common amongst teams, co-workers and between management and subordinates (Schermerhorn et al., 2005). Personal conflict can occur between individuals or groups. However, the distinguishing trait of personal conflict is that it is based purely on negative feelings about another individual or group, and less on substantive...
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...Conflict Resolution and Peacemaking University of Phoenix PSY/400 Dr. Abstract Conflict resolution is a method of facilitating a peaceful resolution of a conflict. It is also knowing how to manage and reduce if not resolve a dispute or a conflict. Japan has been employing a strategy in trying to resolve their current conflict with China through a non- violent means and this is through a simple handshake. The Japanese has been negotiating for the handshaking to happen with the goal of striking a mutually satisfactory deal. Key words: handshake, conflict management, negotiation, collaboration. The current tension between China and Japan over disputed islands in East China Sea has been a cause of concern by political and economic leaders in the Southeast and East Asia Regions. However, the tension could be lessened by nonverbal gestures and niceties as asserted by Katie Shonk in her Harvard-published article on November 5th, 2014 entitled “For Conflict Resolution in Asia, A Simple Handshake Could Go Far” (Shonk, 2014). A simple but significant gesture, a handshake between Japanese Prime Minister Shinzo Abe and Chinese President Xi Jinping is what the Japanese officials hope will happen during the regional economic summit in Beijing scheduled this month. There are two major factors that have caused the strain in the relationship between the two countries. First is the refusal of Xi to meet with Abe. It was surmised that “Xi would not engaged in formal...
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