Analyzing Personal Management Styles
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Analyzing Personal Conflict Management Style
Craig Varner
COM/330
December 8, 2014
Amit Patel
Analyzing Personal Conflict Management Style
Every job that requires humans to interact to accomplish common goals is likely to have some form of conflict along the way, big or small. It is the job of the management team as well as others in the team to be able to deal with this conflict. This paper will focus on three conflict management styles, their advantages as well as their disadvantages, which style I personal use, the difficulties I have in dealing with others who use a different conflict management style than me, and describe conflict avoidance and how it relates to conflict management.
Conflict is described as a strong disagreement between people or a group; a struggle for power or property. Four elements make up the causes for conflict. First there must be an expressed struggle. This happens when one member of the team happens to display a certain level of concern about an issue which can happen verbally or nonverbally. The second element calls for there to be two interdependent people involved. Interdependent refers to the impact one team members issues might have on the rest of the team. Because the entire team may be affected by one decision conflict may arise to decide what must be done. Incompatible goals, scarce resources, and interference are the third element required for conflict to arise in a group. If people in a team want different things, want the same thing but have scarce resources, or other issues get in the way of the direction of the team there will be conflict. The fourth element that is seen to be a starter of conflict is achieving a goal. Conflict does not just happen to come about, it has to be caused by something and can usually be solved if the reason for the conflict is highlighted then taken care of. This could be a team mate wanting to work a different day of the week or to work more hours. Discovering the need of the...
Craig Varner
COM/330
December 8, 2014
Amit Patel
Analyzing Personal Conflict Management Style
Every job that requires humans to interact to accomplish common goals is likely to have some form of conflict along the way, big or small. It is the job of the management team as well as others in the team to be able to deal with this conflict. This paper will focus on three conflict management styles, their advantages as well as their disadvantages, which style I personal use, the difficulties I have in dealing with others who use a different conflict management style than me, and describe conflict avoidance and how it relates to conflict management.
Conflict is described as a strong disagreement between people or a group; a struggle for power or property. Four elements make up the causes for conflict. First there must be an expressed struggle. This happens when one member of the team happens to display a certain level of concern about an issue which can happen verbally or nonverbally. The second element calls for there to be two interdependent people involved. Interdependent refers to the impact one team members issues might have on the rest of the team. Because the entire team may be affected by one decision conflict may arise to decide what must be done. Incompatible goals, scarce resources, and interference are the third element required for conflict to arise in a group. If people in a team want different things, want the same thing but have scarce resources, or other issues get in the way of the direction of the team there will be conflict. The fourth element that is seen to be a starter of conflict is achieving a goal. Conflict does not just happen to come about, it has to be caused by something and can usually be solved if the reason for the conflict is highlighted then taken care of. This could be a team mate wanting to work a different day of the week or to work more hours. Discovering the need of the...