...July 2, 2012 Positive Approaches to Conflict Conflict is disagreement where those who are parties to it recognize a threat to their wishes, interest or concerns. There is usually a certain level of misunderstanding which many a times takes disagreements to a higher level. By understanding the correct areas of conflict, this will assist in solving the true problems and, address the actual needs of the parties involved. Confusion arises in identifying who are the involved parties in a conflict. People perceived to be party to a conflict get surprised when they find they are not, whereas those perceived not to, are included in the same. Conflicts can have a positive effect in relationships once a person recognizes the importance of fruitful speaking and listening. A willingness to accept it as a challenge assists in creating an opportunity to grow together. Since disagreements develops out of predictable clash of personalities, it is vital to choose appropriate methods of conflict approaches, consequently shifting focus from individual entities to the thorny issues at hand. On many facets, people who are appearing to be part of a group in a social system are compelled to take a side in a conflict regardless of the judgment which can be biased. Important examples are family members and workmates, among others. History, past relationships, issues at hand and, individual organization goals from the benchmark for the decisions made (Deutsch, 1973, p. 20). As indicated earlier...
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...How people react to conflict shows how they really are, their deeper personality. When people show certain traits while going through conflict it can depict if they are more of a leader, or if they are too scared easily. In two books, the hint of conflict brings out the characters personality for the reader that almost helps the reader understand who they are. In the Diary of Anne Frank, she goes through the conflict of her family having to be in hiding during the Nazi invasions. During these times she writes in her diary about what she does. She tries to lighten up the mood in where they hide, keeping a happy personality on her at all times even though she is going through a very rough time. Since she is trying to make everyone in the...
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...EXTRA CREDIT Molin Cheng After reading these two articles we can see each of them use a different way to improve ethylene yield. The two have the same goal, but also has a conflict theory and each of them have its advantages and disadvantages. First, let’s talk about the article “Oxidative Pyrolysis of Ethane”, which assumes that the effects of the oxygen addition can be beneficial to industrial crack in three manners: decreased residence time or increased throughput, higher severity, or reduced tubeskin temperature and longer coil lifetime. After the experiment, the author gets with that the addition of oxygen increases the ethane conversion. The ethylene yields decrease slightly at the feed oxygen compositions higher than 5mol%, which is the result of a slight decrease in ethylene selectivity and most of the oxygen is converted to CO. Then, a computer modeling simulations showed that the oxygen addition has a large impact on the heat effect of the cracking reaction, that means the residence time can be lowered, the severity of ethane cracking can be further increased and the tubeskin temperatures can be lowered. In brief, the addition of oxygen can increased the ethane conversion and with the heat effect of the cracking reaction we can extended operation cycle time and coil lifetime, however the ethylene yields decrease after the oxygen compositions higher than 5mol% and will generate a lot of CO. Then, we talk about another article “High Selectivities To Ethylene...
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...contributes to the understanding of the causalities of conflicting behaviour in adult males and females. The aim of the study is to investigate the relationship between tendency to be involved in social conflicts (conflict potential) and locus of control beliefs (two types: intermal/external) as well as two types of typology (introversion/extraversion). Based on the previous studies (Holloran, Doumas, 1999; Benjamin, 1999; Williams and Vantress, 1969) it is hypothesised that that 1) there will be a significant difference between locus of control, extraversion and conflict potential; 2) introverts will score higher on group adaptation scale than extraverts; 3) externals will score lower on group adaptation scale than internals. Two more hypotheses derived from the earlier findings (Bookwala, Sabine and Zdaniuk, 2005; Harris and Bohnhoff, 1996): 4) the results will differ between age and gender groups; 5) with the increase of age the conflict potential will decrease. The findings of the study suggest that locus of control (β=-1.146, p<0.01) and typology (β=.816, p<0.01) are strong predictors of conflict potential. Despite the fact that results differed between age and gender groups, no significant age (β =1.09, p>0.01) or gender (β =-4.523, p>0.01) effects on conflict potential were found. It was found that extraverts and those with external locus of control scored significantly lower on group adaptation scale thus showing...
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...Positive Approaches to Conflict Conflict is disagreement where those who are parties to it recognize a threat to their wishes, interest or concerns. There is usually a certain level of misunderstanding which many a times takes disagreements to a higher level. By understanding the correct areas of conflict, this will assist in solving the true problems and, address the actual needs of the parties involved. Confusion arises in identifying who are the involved parties in a conflict. People perceived to be party to a conflict get surprised when they find they are not, whereas those perceived not to, are included in the same. Conflicts can have a positive effect in relationships once a person recognizes the importance of fruitful speaking and listening. A willingness to accept it as a challenge assists in creating an opportunity to grow together. Since disagreements develops out of predictable clash of personalities, it is vital to choose appropriate methods of conflict approaches, consequently shifting focus from individual entities to the thorny issues at hand. On many facets, people who are appearing to be part of a group in a social system are compelled to take a side in a conflict regardless of the judgment which can be biased. Important examples are family members and workmates, among others. History, past relationships, issues at hand and, individual organization goals form the benchmark for the decisions made (Deutsch, 1973. P. 20). As indicated earlier people react to...
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...1. Jerry is clearly experiencing stress. What stress reactions does the he exhibit? What are the stressors that prompt this reaction? Stress Reactions: Jerry is exhibiting the following stress reactions: He has not been able to sleep at night due to constant worry. He has been suffering from frequent colds and headaches due to lack of rest. He has been upset due to the uncertainty of the events relating to work and due to that is starting to have anger issues as well. Stressors: The type of stressors that prompt his reaction are as follows: I. Work Hindrance Stressors: Role overload – In addition to his both full-time jobs and the contract, he acquires additional teaching assignments to fulfill his financial responsibility leading him to have the work load of two full-time jobs. II. Work Challenge Stressors: Time pressure – Due to constant worry about his job he is not able to manage his time properly and has to rush from his office to class in order to teach and return students’ assignments. Work responsibility – His boss, Patricia Jones, is not informing him about the downsizing, which is her responsibility as it is related to his department. Due to this he is not able to carry out the work for his department effectively as is not able to prepare his staff about any unexpected news or events. In addition, Patricia responded vaguely and evasively to Jerry when he tried acquiring information about the downsizing. She also laid off his secretary without...
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...When people unite to work as a team for anything more than a brief duration, some conflict is normal, and should be expected. As workgroups from there is the inevitability of conflict; being able to recognize, address, and ultimately resolve conflicts is vitally important in order to create a workable environment and avoid disruptions. Conflict within groups can be both functional and dysfunctional. The dynamics and outcomes of these conflicts can exist on various levels, both individually and within group functions. By fully understanding both the conflict and the available resolution strategies, team members are prepared to select the best approach for managing or resolving conflict, which allows them to defuse the potential for it to derail the team's progress toward the achievement of its goals, damage, or even divide the team. Exploring various levels of conflict, conflict resolution and resulting outcomes allows us to clarify personal and group processes which evolve around conflict. The Conflict A short time ago, I was asked to participate in project at work. A team of subject matter expects was formed to work on a software project which would enhance and streamline day-to-day tasks. The purpose of the project was to brainstorm, test, and integrate this new software program to the Portfolio Analysts team, and then to the other various groups we worked with. There were six people in this task group and two upper level management team members to oversee the group. ...
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...#489 CONFLICT-MANAGEMENT STYLE SURVEY Marc Robert Because people’s rational responses are usually short-circuited by the stress of the moment, behavior in complex interpersonal and intergroup confrontations is difficult—if not impossible—to predict. Self-help formulas that promise to make people more assertive or effective in dealing with conflict in their lives will not work if they do not fit the “style” of the person using them. Accepting suggestions for handling conflict before increasing personal awareness and self-knowledge is like buying mail-order clothes. The more one learns about how he or she might react, the greater chance of selecting an appropriate course of action. Each person must know his or her own strengths, weaknesses, natural inclinations, and preferences, because in conflict these positions tend to become even more rigid and fixed and to inhibit a satisfactory resolution. Unfortunately, such self-knowledge does not come easily. True self-knowledge can only be gained by actively seeking out information about oneself and then acting on it in the next situation, asking for feedback, and then trying again. Self-awareness can be achieved through one or more of the following methods: Intrapersonal Awareness. Listening to our internal dialogue, being aware of our true feelings, and checking out our physical reactions at the time of conflict can be eye opening. Observation of Others’ Reactions. Being aware of subtle verbal and physical cues that...
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...According to Merriam-Webster, the definition of conflict is a mental struggle resulting from incompatible or opposing needs, drives, wishes, or external or internal demands ”(Merriam-Webster) Victims of the German Concentration Camps had positive attitudes towards conflict. The author of Night, Elie Wiesel a young boy who had a positive attitude towards conflict. Keeping a positive attitude helps you in any situation. There were some personal letters from Dear Miss Breed: True Stories of Japanese American Incarceration During World War Ⅱand a Librarian Who Made a Difference that show why being positive can help you later in life. It is best to have a positive reaction towards conflict in time of war. First, Louise Ogawa is one person...
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...Conflict is an unavoidable part of life, and is seen in many shapes and form, such as global conflict, religious conflict, interpersonal conflict, cultural conflict and many others. However, the responses and consequences are largely dependent on the perspective, attitude and actions of all parties involved. All of these factors play a large role in whether the best or worst is brought out in people. While in the midst on conflict, ordinary individuals are able go above and beyond the conflict, bringing out their best qualities. Conflict has given them the perfect opportunity to shine, and allowing them to become an inspiration and role model to others. Malala Yousafzai was a advocate for education for girls, leading her to be targeted and shot by the Taliban. Malala survived, and bounced back stronger than ever. She now speaks on the importance of education. Malala stated “I don’t want revenge on the Taliban, I want education for sons and daughter of the Taliban.” Malala’s best personal traits where bought out, although she was already compassionate, kind and forgiving, she was able to take this a step further and share this with the rest of the world. Malala Yousafzai’s story proves that while in the midst of conflict, the best traits in people can be brought out. The best and worst in people can both be brought out, as conflict influences people to do things they wouldn’t do in their everyday lives. Conflict can’t often be controlled and it is bound to happen, however...
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...Why conflict occurs is less important than how it effects people. The world is less safe than it has ever been. The myriad of problems, conflicts, and catastrophes we find ourselves in are being documented hourly in blogs, in documentaries, on talk radio, and even with growing frequency, in the mainstream media. It is natural then that the question on all our lips is “why? “. If not, it should be. To reason is innate to human nature. When we encounter conflict we are obliged to “assume a pose”. Conflict’s inevitability and relentless nature necessitates a reaction; a choice. Unfortunately as Karl Marx famously elucidated, “reason has always existed but not in a reasonable form”. As 2014 has unfurled, the world has been forced to find reason in two incongruous disasters in a matter of months. In March, Boeing passenger flight 370, with 239 people on board, disappeared off radar. It seemingly vanished. Such an inexplicable event was understandably met with a public response which ranged from incredulity to disdain. We needed reasons why. So when the answers didn’t come, beyond the inevitable conspiracy theories, the collective reaction was one of resignation. But when the tragic horror of the shooting down of Malaysia Airlines Flight 17 was reported only months later, with the additional loss of almost 300 lives, our reaction was not so passive. It was not just answers we sought, we also needed to apportion blame. Whether because of human error, mechanical error, or the...
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...for examples: in situations when you know that you will have another more useful approach in the very near future. Usually this approach tends to worsen the conflict over time and causes conflict within yourself. • Takes place when one party tries to satisfy the interest of other by sacrificing its own interests Conflict is the “process which begins when one party perceives that the other has frustrated, or is about to frustrate, some concern of his”, according to Kenneth Thomas, author of The Handbook of Industrial and Organizational Psychology and co-designer of the Thomas-Kilmann Conflict Mode Instrument. Thomas outlines that conflicts are situations in which the needs, wants or values of two parties clash or in some way interfere with one another. Conflict needn’t be damaging; it all depends on how we handle presenting situations. Our reactions to conflict arise from two general impulses: (a) our desire to satisfy personal concerns, (which manifest as assertive behaviour) and, (b) our desire to satisfy the concerns of others, (which manifest as nonassertive behaviour). Plot these two behaviours on vertical and horizontal axes and you’ve got yourself another fabulous quadrant model–The Thomas-Kilmann Conflict Mode Instrument. [pic] According to the Thomas-Kilmann instrument, when it comes to dealing with conflict, people will: • compete • collaborate • avoid • compromise or • accommodate These behaviours are plotted along two axes. The vertical...
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...Acting Out: The individual deals with emotional conflict or internal or external stressors by actions rather than reflections or feelings. This definition is broader than the original concept of the acting out of transference feelings or wishes during psychotherapy and is intended to include behavior arising both within and outside the transference relationship. Defensive acting out is not synonymous with “bad behavior” because it requires evidence that the behavior is related to emotional conflicts. Affiliation: The individual deals with emotional conflict or internal or external stressors by turning to others for help or support. This involves sharing problems with others but does not imply trying to make someone else responsible for them. Aim inhibition: Placing a limitation upon instinctual demands; accepting partial or modified fulfillment of desires. Examples: (1) a person is conscious of sexual desire but if finding it frustrating, "decides" that all that is really wanted in the relationship is companionship. (2) a student who originally wanted to be a physician decides to become a physician's assistant. Aim inhibition, like the other mechanisms, is neither healthful nor pathological, desirable nor undesirable, in itself. It may be better to have half a loaf than no bread, but an unnecessary aim inhibition may rob one of otherwise attainable satisfactions. Note that the first example could include...
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...of society. These norms that are set in place are ordinarily accepted as right, or anticipated behavior depending on various circumstances that depend on environment and culture within such society. Once established, members of society who follow and abide by these norms feel more at ease socially while living out their day to day lives. Although, sometimes an individual's personal identity may in some sense be restricted by some social norms, therefore following the common law of the community you live in is generally seen as being good of the society; and therefore following them becomes an advantage to the members of that society. There are three main sociological perspectives; structural-functionalism, symbolic interaction, and the conflict theory. When it comes to looking at social norms, these perspectives all focus on quite different points of view. Structural-functionalism tends to look at norms as being commonly agreed upon and widely shared, thus helping to create a stable social environment through the suppression...
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...activities - Once a need is satisfied, attention is turned to the next highest level (the satisfied need is no longer an effective motivator, except self actualization) Alderfer’s ERG Theory 1. Existance Needs 2. Relatedness Needs 3. Growth Needs - The more lower level needs are gratified, the higher level need satisfaction is desired - The less higher level needs are gratified, the more lower level need satisfaction is desired McClelland’s Theory Need for Achievement - Prefer work where they can take responsibility for outcomes, set moderately difficult goals that provide for calculated risk, obtain feedback Need for Affinity - Desire to establish friendly, compatible interpersonal relationships, social networks, avoid conflict Need for Power - Desire to have strong influence over other people - Effective managers are low need for affinity, high need for power...
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