Unit 5 Discussion Forum, University of the People
Workplace conflicts occur almost daily. We experience them in our individual and group interactions at meetings, training, projects, office chats, etc. Conflicts result from differing views and interests. While most conflicts are resolved quickly, some may linger and could hamper open and honest communication.
- Describe the conflict process.
- What are two of the most common conflict handling styles?
- Think of a recent conflict situation at work. What was the cause, and how did you react to it? How was the conflict resolved?
Grade: 9.25/10 (570 words)
- Describe the conflict process.
I found two researchers who explained the process of conflict. Pondy identified five phases of the organizational conflict process: latent conflict, perceived conflict, felt conflict, manifest conflict, and conflict aftermath. (Pondy, 1967) The other is Robbins, who insisted the process consisted of five stages: potential opposition or incompatibility, cognition, and personalization, intentions, behavior, and outcomes. (Breward et al.,2016)
These two explanations share a lot of commons.
- What are two of the most common conflict handling styles?
There is numerous conflict handling styles from many perspectives. The handling styles can be divided into indirect conflict handling types and direct conflict handling styles. (Hunt et al., 2010) Historically, indirect conflict handling styles became complicated. Deutsch studied the model of two styles. Next, Putnam & Wilson explained the model of three styles. After that, Pruitt described four styles, and Rahim & Bonomamodels introduced five theories.
The most recent conflict handling style is the five theories. It explains five types of approaches/responses to conflict: forcing response, accommodating approach, avoiding response, compromising response, and collaborating approach. (Rahim, 2010)
As Seybolt, "in general, compromise is the most commonly preferred approach across cultures" (Whetten & Cameron, 2011). The second common handling style is difficult to be decided because the common conflict handling types will be determined depending on "its congruence with both personal preferences and situational considerations" (Whetten & Cameron, 2011).
Therefore, I will name the most common conflict handling styles from my experience. The most common conflict taking types in my workplace is avoiding and accommodating. My seniors and superiors avoid apparent conflicts. The research has shown this tendency. The people from Asian cultures tend to choose the nonconfrontational styles of accommodating and avoiding. (Whetten & Cameron, 2011)
- Think of a recent conflict situation at work. What was the cause, and how did you react to it? How was the conflict resolved?
Situation: At my workplace, I am a team leader composed of two department staff. The staff is seniors to me.
Conflict: During a project meeting, a member of the other department insisted that she doesn't want to do a new task instructed by the project manager. She said some staff in my department have to be in charge of the new job.
My reaction to the conflict: I asked her why she doesn't want to do the task even though the manager's instruction. After this hearing, I could understand the cause of this conflict.
Cause: According to her, her department cannot take on a new task due to limited capacity, and it must be overwork for her department.
Conflict resolution: After listening to her anxiety regarding a new task, I calculated how much time was needed to take on a new job. It revealed that the volume of new tasks is beyond the workforce of the designated department. It must be reinforced with some new crew. Based on the data, I take counsel with the manager and ask to allow us to have a new workforce, and it is approved. Finally, this conflict is resolved.
References
Hunt, J., Osborn, R., Schermerhorn, J. & Uhl-Bien, M (2010) Organizational Behavior, 11th Edition. New York: John Wiley and Sons.
Rahim, M. A. (2010). Managing conflict in organizations. ProQuest Ebook Central, Retrieved from https://ebookcentral.proquest.com/lib/univ-people-ebooks/reader.action?docID=4926100&ppg=95
Whetten, D. A., & Cameron, K. S. (2011). Developing management skills Eighth Edition. Upper Saddle River, N.J: Prentice Hall/Pearson.
