Pseudo conflicts are not technically conflicts, but they are perceived a conflicts resulting from false assumptions and dilemmas. Assumptions are the most common cause of pseudo conflicts because one person might be right in their assumption, but they may only be right in part to the situation. Dilemmas also cause many pseudo conflicts by enabling a person to only see two choice or sides to a story rather than seeing the situation for what it is in its entirety (Cheesebro O’Connor, Rios, 2010, p. 160).
2. Fact conflicts.
fact conflict arise based on simple disagreements. Instead of disagreeing on whether something is true or false the information can be looked up and proven to be the former or later. If someone is telling you something and you believe that statement to be false, instead of creating a fact conflict and arguing over it simply look it up to prove whether you are right or wrong (Cheesebro O’Connor, Rios, 2010, p. 160).
3. Ego conflicts: Ego conflicts happen when and argument is based on someone’s power or status.
An argument may occur based on something completely different, however egos get involved and instead of focusing on the initial issue, now you have an ego conflict and arguments over power, status, and rights (Cheesebro O’Connor, Rios, 2010, p. 161).
The Essay on Conflicts Are Important Worksheet 2
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 imaginary conflicts that are a result of faulty assumptions and false dilemmas (Cheesebro, O’Conner, & Rios, 2010). Many ...
4. Value conflicts: Value conflicts are about personal beliefs, mainly personal beliefs that mean a lot to someone. These beliefs can be a charitable cause or organization, religion, political facts and opinions, etc. Value conflicts usually arise within personal relationships with family, friends, significant others or co-worker and bosses (Cheesebro O’Connor, Rios, 2010, p. 161).
Need conflicts: Need conflicts are conflicts that arise when the needs of one person are at odds or against the needs of another person. For instance if your mother needs to use the computer to look up some recipes, but you also need to use the computer to watch a video for class. Your needs are conflicting or at odds with each other. Resolving the needs or prioritizing the needs can easily solve need conflicts (Cheesebro O’Connor, Rios, 2010, p. 161).
Part 2: The Five Conflict Management Styles
Describe each of the five conflict management styles and explain the strengths and weaknesses of each. Use paragraph form. 1. Avoiders: “Avoiders steer clear of conflict for a variety of reasons. If you are an avoider, you may lack the time, energy, confidence, or skills to engage in conflict” (Cheesebro O’Connor, Rios, 2010, p. 162).
Avoiders see conflict as hopeless and useless, they are impersonal and distant, they remove themselves mentally and physically from conflict, and they also lack commitment to finding solutions to issues.
A strength of an avoider would be their ability to remove themselves from conflicts mentally. I am very good at brushing things off and I hate getting into conflicts or arguments, so I find myself mentally blocking things out a lot. A weakness of an avoider would be being impersonal or distant and also lacking the commitment or ability to find solution to conflict. As a manager, you have to be able to find solutions for problems that occur within your department and with your staff. You also must be open and personal and connect with your staff.
If your staff feels that they cannot talk to you or come to you if they have a problem, you are then creating, potentially, another conflict. 2. Accommodators: “Accommodators allow others to determine the outcome of the conflict” (Cheesebro O’Connor, Rios, 2010, p. 162).
The Term Paper on Conflict Management 4
Definition A team is a small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.1 Although student teams may not satisfy all the requirements of the definition, the degree to which they do often determines their effectiveness. Rationale “Students do not come to school with all ...
Accommodators believe that conflict is destructive, they overvalue maintaining relationships, undervalue own needs, do not make waves, and they want peace at any price. An accommodator’s strengths would be there belief of conflict being destructive and their want for peace at any price.
However there weaknesses would be undervaluing their own needs and overvaluing maintaining relationships. Simply put, you can work very hard at keeping everything together for the sake of a department, but you cannot forget about yourself and what you need and you have to learn that you cannot maintain relationships with every staff member or co-worker. 3. Forcers: “Forcers expect to get their needs met regardless of the costs. For the forcer, winning may provide a sense of accomplishment” (Cheesebro O’Connor, Rios, 2010, p. 163).
Forcers believe that winning is the only thing, they love challenge and achievement, express anger when others do not agree with them, and they are also willing to sacrifice others who do not agree with them. The only strength of a forcer is their love of challenge and achievement. I think if you do not push yourself to be a great manager or to reach a certain level of success then what are you really working for. The weaknesses of a forcer would be every other characteristic named. Winning is not the only thing and thinking that can cause other conflicts with co-workers and staff.
Also, being when someone does not agree with you and sacrificing those who do not agree with you is childish and somewhat petty, in my opinion. Everyone is entitled to their own opinions and to express those opinions. 4. Compromisers: “Compromisers think that those involved in the conflict must each be prepared to give up something in order to reach a solution. Compromisers are those who expect to settle for less than what they want or need” (Cheesebro O’Connor, Rios, 2010, p. 163).
Compromisers believe that half a loaf is better than none.
They also want opposing sides to gain something rather than nothing, compromisers also use bargaining and voting and forms of democracy to make decisions. Compromisers also avoid the real issues that may be at hand. The strengths of a compromiser would be their ability to see and want a positive side or outcome to every situation or conflict. The weakness of a compromiser would be avoiding the real issues that are at hand. Instead of trying to please everyone, as a manager, you should be trying to resolve the actually conflicts at hand. 5. Collaborators:
The Essay on Conflict Management Differences In Opinion
Conflict management involves resolving negative processes through communication and compromise. Throughout one's life, one establishes many relationships. Some are built upon and become strong and unshakable. Some are broken and left to dissolve. While some are paved slowly and with love, blossoming to become something wonderful, others are blown apart. The pieces are scattered, never to be put ...
“Collaborators believe that both parties can and will get their needs met. The underlying belief of collaborators is that if you understand one another’s needs, you will be able to find a way to meet both parties’ needs” (Cheesebro O’Connor, Rios, 2010, p. 163).
Collaborators also see conflict as a natural way to meet needs, they want to hear everyone’s side and opinion, and they view everyone as equals within a conflict. A strengths of a collaborator would be the ways they view others as equals, their wants to hear everyone’s opinions, and the ability to see conflict as a natural way to meets needs.
The only weakness I see of a collaborator would be their belief that everyone’s need can be met. You cannot and will not please everyone. Part 3: Collaborative Communication List two methods of collaborative communication and describe how using them can help you avoid conflicts. Two methods of collaborative communication can be departmental meetings and team huddles. Departmental meetings that occur monthly or bi-monthly can serve as a great basis to expression of opinions, feelings and thoughts.
I think that getting out in the open and addressing issues as they occur can put a stop to conflicts and a stop to reoccurring conflicts. I’m also a very big sports fan and one thing you notice in mostly every sport is a huddle of some sort. Taking time throughout the day to gather together and discuss an issue that occurred earlier in the day can also prevent conflicts. These methods can not only be used in a work environment, but they can also be used at home with family members or with a group of friends. Communication is the key to everything.
