...Conflict Styles Profile Paper The Thomas-Kilman conflict mode instrument survey is mostly fit in my current situation. Therefore, I’m going to use Thomas-Kilman’s survey result for my paper. I got a highest score from ‘Accommodation’ conflict style which is unassertive and cooperative; neglecting your own concerns to satisfy the other person; self-sacrifice; “ kill your enemies with kindness” or “I’d do anything for you”; concern for other; lose-win approach. Secondly, I also got a high score from ‘Avoidance’ conflict style which is unassertive and uncooperative; unwillingness to address the conflict; “leave well enough alone,” “leave bad enough alone,” or “It’s unimportant”; little concern for self or other; lose-lose approach. In my current situation, I mostly used these two conflict styles as well, but I also used ‘Compromise’ conflict style too. One obvious thing is I never used ‘competition’ conflict style in this situation that I got lowest score. What happen was I needed to find cheap place to live in order to save the money. Therefore, I was looking for cheap rent for rooms from variety online websites whenever I had a time. But these days, finding a cheap and good room is very hard compare to few years ago. I suddenly realized that my friend’s house has a loft that has little space on the second floor. He is my best friend and he lives with one more female roommate also one of my good friend. I called him to ask about loft where I might able to live and he said,...
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...Conflict Resolution at General Hospital Dr. Lu Leadership and Organizational behavior- BUS520 November 27, 2011 Discuss the conflict that is occurring at General Hospital. General Hospital was developed as a non-profit hospital in 1968. In the 1980s, General Hospital had a high success rate with 90% occupancy in rooms. However, with the emergence of greater medical technological advances, General Hospital lagged behind a nearby medical center and lost majority of their parents to the competing hospital. Mike Hammer, CEO of General Hospital, realized General Hospital is in a major financial crisis and could face closing its doors if change does not occur. (Hellriegel & Slocum, 2011) Mike Hammer believed the key to cutting costs in a hospital setting is to reduce physician-driven costs. Hammer had previously implemented two different approaches to cutting physician-driven costs; however both approaches failed. After analyzing the previous failures, Hammer felt that reducing physician-driven costs must be done one physician at a time. Hammer believed by producing short-term wins employees will realize that change is necessary and can be done successfully, therefore generating buy-ins from employees who were otherwise opposed to the change process. Hammer brought in Marge Harding, COO of General Hospital, to help with the change process. Harding was given the task of finding areas where cost-reduction was necessary. (Hellriegel...
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...Conflict in the Coordinators Group Conflict occurs when two people cannot agree on a particular issue. Anyone can come into conflict with someone else, because no two people are exactly alike. Such as, the substantive conflict that the Coordinators Group recently encountered. Moreover, one group member thought that purchasing an already made game would be better than making the game from scratch. However, another group member thought the pre-built game was over-priced and flimsy. Since the disagreement was over a specific issue, the Coordinators Group had a substantive conflict. Thus, to overcome this issue, the group used the A-E-I-O-U Model to resolve the conflict. The A-E-I-O-U Model is, “A conflict resolution model with five steps: Assume...
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...Conflict Resolution at General Hospital August 28, 2010 Conflict Resolution at General Hospital The current conflict Conflict as defined in the text is a process in which one party perceives that its interests are being opposed or negatively affected by another party (Hellriegel/Slocum, 2011). In the case of General Hospital, the two parties at odds are the CEO Mike Hammer and the physicians represented by the Director of Medicine Dr. Mark Williams. Mr. Hammer also faced opposition from the hospitals’ board of trustees. The conflict stemmed from the fact that the hospital was no longer competitive and was losing money. Mr. Hammer was unable to convince the physicians or the board to adhere to any cost containing measures or solutions. To compound this problem, he delegated authority to Marge Harding the Chief Operating Officer of the hospital to address and resolve the situation. Ms. Harding had personal goals to achieve and would utilize this opportunity to achieve them. The level of this conflict would be classified as Intergroup Conflict. “[This] refers to opposition, disagreements, and disputes between groups or teams” (pg. 388), in this case between the physicians, the board of trustees and management. The physicians had taken a very rigid stand and they did not listen to any suggestions or ideas from the CEO regarding cost containment. Conflicting Management Styles The text identifies five conflict handling styles, Collaborating Style, Compromising Style...
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...[pic] |Leadership and Organizational Behavior – BUS 520 | |Student Course Guide | |Prerequisite: None | |Quarter |Fall 2010 | |Meeting Days/Time |Wednesday 6pm-10pm | |Instructor |Karmetria Burton | |Instructor Phone |678 362 0842 | |Instructor E-mail |Karmetria.burton@strayer.edu | |Instructor Office Hours/Location |5-6 pm Wednesdays or by appointment | |Academic Office Phone Number | | |INSTRUCTIONAL MATERIAL - Required ...
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...Material Conflict Resolution Worksheet Complete the Resolving Conflicts in Teams simulation located on the student website. Reflect on the experiences with different conflict management styles in Ch. 9 of Working in Groups and on your own experiences. Answer the following questions. |1. |What are your strengths in resolving conflict? |My strengths would be compromising | | | ,collaborating will help achieve a win –win solution. This will help all parties involved to attain a measure of | | |satisfaction. | | | | | | | | | | |2. |What skills do you want to improve? | I want to improve accommodation. | | | | | | | | | | | | | |3. |Which of...
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...SOC 110 TEAMWORK, COLLABORATION, AND CONFLICT RESOLUTION GROUP: WCICS178 DATES: October 28, 2008 November 4, 2008 November 11, 2008 November 18, 2008 November 25, 2008 INSTRUCTOR: Dr. Brian N. Hewlett Program Council The Academic Program Councils for each college oversee the design and development of all University of Phoenix curricula. Council members include full-time and practitioner faculty members who have extensive experience in this discipline. Teams of full-time and practitioner faculty content experts are assembled under the direction of these Councils to create specific courses within the academic program. Copyright Copyright ( 2003 by the University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus |Course Title: |Teamwork, Collaboration, and Conflict Resolution | |Course Schedule: |Tuesdays, October 28 – November...
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...Running head: FINDING THE LEADER IN YOU1 Finding the Leader in You: Self-Assessment Jasmine N. Nance Business and Organizational Behavior Dr. Laura Poluka April 28, 2014 Finding the Leader In You: Self-Assessment I am a flexible and experienced health care worker with excellent organization skills and detail-oriented. I am a good communicator with proven inter personal skills and am used to working in a team while also being capable of using my own initiative. I am skilled In dealing with problems in a resourceful manner and negotiating to achieve beneficial agreement. I am ambitious, loyal and always enthusiastic to learn and undertake new challenges. As part of week one assignment I was required to complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and “Which Culture Fits You?” The first assessment I took was A Twenty-First-Century Manager. This assessment offers a self-described profile of my management foundation. I was to rate myself on characteristics such as resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, self-objectivity, introspection and entrepreneurism. The results of the assessment indicated that my PMF score was 9.5. According to the interpretation, there are not too many perfect 10s but I take pride...
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...Friends are just friends because they really do come and go. That is what I learned is the last few months of high school. I am credible because I was part of an ego conflict with my friend, researched interpersonal conflicts in Beebe’s textbook, and wrote this analysis. The central idea is that friends need to communicate effectively with each other before a misunderstanding can quickly turn into a conflict resulting the ending of a long friendship. The following analysis will explain the type of conflict that occurred, the type of conflict management style that was used by both parties and the four conflict management skills that could have improved the conflict. The introduction has been discussed; it is now time to move forward with the type on conflict that occurred. As defined by Beebe, Beebe, & Ivy (2013), “Ego conflict is in which the original issue is ignored as partner attack each other’s self-esteem” (Pg. 225). On March of 2013, I had to miss about three weeks of school or so, due to an unfortunate event with my family. At the time, my best friend was carpooling to school with me. Since I am the type of person who keeps problems to herself, I sent my friend a brief text saying, ”Hey, I will not be able to give you a ride to school for the past month or so. I will be in and out, mostly out of school, for a while.” After, I sent the text; I never got a reply or text from her. For that period of time, I only came to school for about half an hour, once or twice a week...
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...My Conflict Style Paper Conflict Management Course Cody Cooper 6/25/2012 Introduction Over this past eight weeks we have all learned abundance about the different types of conflict and the various types of resolutions for those said conflicts. We did not just learn about conflict but we also looked into ourselves and our peers to see how exactly conflict intertwines with our own lives and how we deal with it on a daily basis. This paper is being written to show exactly what styles we use towards other people and how that looks to them and how it makes them see us. You will also read about some of my own personal examples of how I have ran into conflict and how I try and use my skills to the best of my ability to change the way it affects others and myself directly. I will include some of the information that was assessed by some peers and also the assessments completed by myself to show what I think of myself and what others see me as. Conflict is a problem for many either it be at school or at work but with the knowledge gained by the class, book, and assessments it makes it easier to find yourself changing to what is right. Body Along with this paper I did an assessment on myself and gave two others a peer assessment. When filling it out on myself I knew exactly what kind of person that I was and I scored a 5.36 on the Solution-Orientation part which was higher than the No confrontation and Control styles. When adding up the scores from the two peer assessments...
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...Understanding Conflict Handling Styles In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress. Behavioral scientists Kenneth Thomas and Ralph Kilmann, who developed the Thomas-Kilmann Conflict Mode Instrument, have identified five styles to responding to conflict—competition, collaboration, compromise, avoidance, and accommodation. No conflict style is inherently right or wrong, but one or more styles could be inappropriate for a given situation and the impact could result in a situation quickly spiraling out of control. 1. Competing Value of own issue/goal: High Value of relationship: Low Goal: I win, you lose People who consistently use a competitive style come across as aggressive, autocratic, confrontational, and intimidating. A competitive style is an attempt to gain power and pressure a change at the other person’s expense. A competitive style of managing conflict can be appropriate when you have to implement an unpopular decision, make a quick decision, the decision is vital in a crisis, or it is important to let others know how...
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...Running head: CONFLICT RESOLUTION AT GENERAL HOSPITAL Conflict Resolution at General Hospital Verisha Barrett Strayer University Leadership and Organizational Behavior BUS 520 Dr. Edward Olanrewaju August 20, 2010 Conflict Resolution at General Hospital Conflict happens daily, whether it happens individually or between two or more individuals. Conflict can be bad or good depending on how an individual or group respond and understand conflict. Conflict when viewed results from caring. When each person involved in the conflict needs something. Each person becomes frustrated because he or she realized that he or she has to give up something that he or she likes or cannot obtain something that he or she desires. Discuss the conflict that is occurring at General Hospital. “Conflict is a process in which one party perceives that its interests are being opposed or negatively affected by another party.” (Hellriegel & Slocum, Jr., 2011, p. 384) There are different levels of conflict, these are: * Intrapersonal Conflict – “The conflict that is happening inside of an individual is intrapersonal conflict. This type of conflict takes place when there is an inconsistency in our ideas, attitudes, emotions or values.” (Cox, 2009, p. 1) * Interpersonal Conflict- “Interpersonal conflict is the conflict that takes place between individuals--friends, family members, couples or even strangers. These types of conflicts usually take place when people communicate directly...
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...Part I: Personal Conflict Style for Self-Development (Primary, Backup, & Limiting) In my opinion, the Life Styles Inventory illustrated scores on how I recognize my conflicts. Below conflict styles represent my strengths and weakest styles. • My primary conflict style was Conciliator, which I scored the highest on and (95th percentile). • My backup conflict style was Pragmatist, which I scored the second highest score(93rd percentile) • My limiting conflict style was Dominator, which I scored the (10th percentile) |Position |Style |Score |Percentile | |1 |Conciliator |39 |95 | |2 |Relationship Builder |34 |70 | |3 |Accommodator |9 |25 | |4 |Regulator |16 |63 | |5 |Insulator |14 |44 | |6 |Avoider |6 |55 | |7 |Escalator |7 |50 ...
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...Running head: CONFLICT IN THE WORKPLACE Conflict in the Workplace: Getting the Job Done Yvonne N. Montgomery George Mason University December 19, 2009 Managers spend between 24 to 60 percent of their time dealing with conflict in the workplace (Fiore). Often times, employees are either in conflict with another person, avoiding the conflict of other employees and managers, or recovering from a conflict in the workplace. Disagreements and differences of opinion can escalate into interpersonal conflict when varying ideas exist regarding personal and organizational success. The strong drive for work related achievement in some employees can clash with employees who do not emphasize work-related success in their lives. I recently experienced an interpersonal conflict with a coworker who wants to be the “go-to” person for a lot of administrative tasks, but repeatedly falls short on accurately completing or placing the appropriate level of emphasis on these tasks. As a result, there are often costly mistakes or delays that create additional work for other employees and managers. I attempted to discuss some of the issues to gain some insight on why the problems occur. Based on her feedback, I could make some recommendations to improve how tasks related to the support she provides me are completed. During the discussion, the individual got an attitude and insisted the tasks can be completed the way “she’s always done them” and essentially disregarded everything...
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...groupthink and discuss ways groupthink can be minimized ore avoided. 2. Consider the article ‘How Management Teams Can Have a good Fight.” Based on this article and in-class discussion, explain the recommended approaches for helping to ensure that conflict is productive. 3. Identify and describe each of the five conflict handling styles/conflict handling intentions as outlined during class (slides) and also described in the text using slightly different labels. What style did Thomas Green seem to use in the conflict with his boss? Was it helpful? Apply each of the five-styles to suggest different ways Green could have respondeded. Which style might you suggest Green use instead – why? 4. Which conflict handling style best describe Donna Dubinsky’s approach when 1) the JIT idea first surfaced and during 2) the task force meetings? How effective were these styles at each of these points? Defend your points. What other approach (es) might you suggest for Donna at each of these points in the case? 5. You received what you consider to be a great offer for the car you are selling. Should you accept this first offer from the potential buyer? Demonstrate your knowledge of the psychology surrounding the question of whether or not you should accept first offers and related issues. 6. The “blue buggy” negotiation was a distributive negotiation with a negative bargaining zone/Zone of Possible Agreement. What does that mean for the...
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