Conflict Management

1.-Pre-Survey

-Survey is meant to be taken before the training module is complete to test current knowledge on the subject of conflict management.

2.-Learning Objectives

-List of objectives that will be covered throughout the module and what the intent of the module is.

3.-Worksheet

-Those participating in the module are asked to fill out this worksheet as they go through the module as a reference of what they are learning.

4.-What causes conflict?

-Personality, values, communication, and competition all lead to conflict. The 16 personalities test helps us to understand our personality and thus better understand others in the workplace.

5.-The 5 conflict management styles

-Competition, collaboration, avoidance, accommodation, and compromising are the different management styles. There is a reading at the end of this segment along with a quiz to see what style you are.

6.-6 steps to conflict resolution

-Every conflict is different and unique, these steps help to understand how to resolve each conflict.

7.-Pros and Cons of conflict in the workplace

-Although conflict most often seems to be a bad thing, there are actually a lot of pros to conflict in the workplace if handled correctly. Dana Caspersen in a Ted talk shows how conflict, if looked at and handled correctly can in fact be a place of possibility.

8.-Tips for managing and accepting conflict

-The last segment of this module provides the learner with tips on how to accept and manage conflict correctly.

9.-Post-Survey

-Survey is meant to be taken after the training module is complete to test the knowledge of what was all learned on the subject of conflict management.

10.-Self-evaluation

-This is a self critique of my modules effectiveness.

11.-References

Survey Link

https://docs.google.com/forms/d/e/1FAIpQLScQu-aG0vGldGsWF0QZB4_6vVMx5u6sUxGNKh1577j4TQMQcA/viewform?usp=sf_link

Personality Differences

Everyone comes from a different background and has a different story. The way someone was brought up, or the experiences they have been through will shape their personality and the way they work. We are not all made to think alike, however if we are understanding of each others lives and thoughts, it will be easier to work together and avoid conflict. Along with understanding others personalities, it is also important for us to understand our own personality, so we know how to better communicate with our peers.

Please follow the link to take the 16 personalities test, to find out your personality and how you can better understand your self and others personalities.

Clashing Values

Values are similar to personalities. Each of us value different things, some time, some money, some technology, some religion. It is important that we acknowledge each others values, even if we have different values. It is when we don’t acknowledge and respect others values that conflict can arise.

Clashing Values

Poor Communication

Poor Communication

I would say that communication, or lack of in this instance, is the main reason for conflict in the workplace. We can never over communicate among the workplace. Poor communication leads to mis-understandings which then lead to disagreements. The more we communicate with our co-workers, bosses, managers, etc. the better the workplace will flow.

To the right is a video link that shows some

examples of poor communication

Competition

Competition

Finally, competition will also lead to conflict. Competition in the workplace is good as it makes us better ourselves and want to do the very best, however if a workplace values or has too much competition, conflicts are sure to arise. The main thing if for workplaces and bosses to properly manage and handle competition.

Competition

Competition is both assertive and uncooperative. A competitive management style is when one places their needs and desires above others. This is a power style in which users use their own powers to win the conflict.

Competition

Collaborating

Collaboration management style is both assertive and cooperative. In this style one attempts to be cooperative while taking a stand. They work their hardest to come to an agreement by discussing both sides of the conflict and looking for a solution that encompasses both sides.

Collaboration

Avoidance

Avoidance is both unassertive and uncooperative. This is the opposite of collaborating. One who uses this style does not want to deal with the conflict at hand and does what they can to avoid it. This style does nothing but postponing or putting of the situation until a later time. No matter how much one avoids a situation it will always need to be addressed if it wants to be solved.

Avoidance

Accommodation

Accommodation is unassertive and cooperative. This is the opposite of competition. In this management style one disregards their own needs and concerns and focuses on the concerns of the other person. One looks beyond how they can win an argument and obeys and works for the other person in the conflict to get what they want.

Accommodation

Compromise

The compromise management style is a combination of all four styles and falls in the middle of assertiveness and cooperativeness. The main objective of a compromise is to find a middle ground that will satisfy both parties needs and sides. In this style conflicts are managed by splitting the difference between the two sides and coming to a conclusion that both sides agree on. This is the management style that works the best and yields the best outcomes for both sides.

Compromise

Please follow this link and read the article on the 5 conflict management styles and then take the quiz at the end of the article to see what style you are.

https://www.waldenu.edu/connect/newsroom/walden-news/2017/0530-whats-your-conflict-management-style

Overview reading

Benoliel, Barbara. “What's Your Conflict Management Style?” Walden University, Walden University , 30 May 2017, www.waldenu.edu/connect/newsroom/walden-news/2017/0530-whats-your-co nflict-management-style.

1.Clarify what the disagreement is:

This step although may seem the most obvious, is the most important. It is vital that the disagreement is clarified to make sure that both sides understand what eachothers side is. In this step it is important to get as much information on both sides of the conflict as you can.

Clarify

Establish

2.Establish a common goal for both parties:

Next you want to create a common goal for both parties. In this step you want both sides to lay out what they would like to see happen and find similarities between the two to create a common ground.

Discuss

3.Discuss ways to meet the common goal:

Once you have determined the end goal and found a common ground it is important for both sides to listen and discuss ways that they can work together to achieve this common goal. In this step there needs to be comprimising and understanding of each others needs and feelings.

Determine

4.Determine the barriers to the common goal:

In this step both parties communicate what has brought forth this conflict and what the barriers are to reach the common goals that were declared earlier. Roadblocks to the solution will be inevitable, so it is important that things that can not be changed are discussed and ways to get around them.

5.Agree on the best way to resolve the conflict:

The first part of this step is determining what both parties can live with and comprimise with on their side of the argument. During this step it is also important that both sides understand how the conflict came about so that it does not happen again.

Agree

6.Acknowledge the agreed upon solution and determine the responsibilities each party has in the resolution:

Finally the last thep is when both parties do their half of the resolution and work towards better harmony.

Acknowledge

Please follow this link as Dana Caspersen shows how conflict, if looked at and handled correctly can in fact be a place of possibility.

Can the pros really out weigh the cons?

Caspersen, Dana. “Conflict Is a Place of Possibility Dana Caspersen TEDxHackneyWomen.” YouTube, YouTube, 13 July 2015, www.youtube.com/watch?v=WfQeH3092Sc.

Pros

New Ideas-Conflicts arise from the disagreement of two people. When conflicts arise, two different ideas are brought to the table and this can be a good thing. If no conflicts ever arose we would not have the new ideas for different things and nothing new would ever be found if one person always decided everything.

Fresh angles- Bringing two different ideas and opinions to the table forces people to see things from a different perspective or angle. When conflict arises people are put into the others persons shoes and thus get a new outlook on a situation.

Stronger relationships-Conflicts at first look like they could be tearing people apart, but if handled correctly it can actually bring the people closer than before. Conflict makes people work together and grow closer to come to a conclusion. Once a conflict is worked through, again if handled correctly, those who were involved can become closer.

Pros

Cons

Workplace Morale- Even those not involved in the workplace conflict can have lower moral when a conflict is going on due to those around them. Lower moral can lead to less productive works and thus leading to lower profits and unhappy employees. It may be hard for workers to perform effectively when they are upset due to conflict.

Time-consuming- Conflicts when handled correctly can be very time consuming to come to the right solution. The petty little arguments that seem to not take very much time can lead to big time consumers if not addressed right away.

Breaking Relationships- Conflicts if they are big enough can even lead to employees quitting. When conflicts are handled in the correct way they can build relationships, but if handled incorrectly they can diminish and tear apart relationships. It is important that people see both sides of the story and try to keep in mind the feelings of the other person.

Cons

Follow this link to read more in depth on each tip for managing conflict.

Link

https://www.clarke.edu/campus-life/health-wellness/counseling/articles-advice/tips-for-managing-conflict/

Link

https://docs.google.com/forms/d/e/1FAIpQLSc9OdnCMgkPwi6Kr-KaR9uaAosXY2NTSp3wMH0NDL1Hjok5rg/viewform?usp=sf_link

Works Cited:

Benjamin, Kimberly. “6 Steps to Conflict Resolution in the Workplace.” HR Daily Advisor, Business and Legal Resources, 24 June 2013, hrdailyadvisor.blr.com/2013/06/24/6-steps-to-conflict-resolution-in-the-workpl ace/.

Benoliel, Barbara. “What's Your Conflict Management Style?” Walden University, Walden University , 30 May 2017, www.waldenu.edu/connect/newsroom/walden-news/2017/0530-whats-your-co nflict-management-style.

Caspersen, Dana. “Conflict Is a Place of Possibility Dana Caspersen TEDxHackneyWomen.” YouTube, YouTube, 13 July 2015, www.youtube.com/watch?v=WfQeH3092Sc.

Fiala, Melissa. “Common Causes of Workplace Conflict.” Organizational Architecture, WebScapes HD, LLC, 31 Aug. 2017, oahumanresources.com/common-causes-workplace-conflict/.

“Free Personality Test.” 16Personalities, NERIS Analytics Limited , www.16personalities.com/free-personality-test.

Noonan, Joshua. “Bad Communication in the Workplace.” YouTube, YouTube, 29 Feb. 2016, www.youtube.com/watch?v=AAhIFD9czks.

“The Pros and Cons of Conflicts in the Workplace.” Situation Management Systems, Inc., Situation Management Systems, Inc. , 26 Aug. 2014, www.situationmanagementsystems.com/blog/index.php/leadership/the-pros-a nd-cons-of-conflicts-in-the-workplace/.

“Thomas-Kilmann Leading through Conflict.” Fine Points Leadership Development, Fine Points Professionals, Ltd., www.finepointsleadership.com/conflict-leadership.

"Tips for Managing Conflict.” Clarke University, Clarke University, www.clarke.edu/campus-life/health-wellness/counseling/articles-advice/tips-for -managing-conflict/.