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Conflicts Are Important Worksheet Essay

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 times pseudo conflicts involve two parties with the same views on a subject arguing because they misunderstand or misperceive what the other person is trying to say.

2. Fact conflicts:
Fact conflicts arise when two parties disagree about information that can be easily verified or the way it is verified (Cheesebro, O’Conner, & Rios, 2010).

3. Ego conflicts:
Ego conflicts usually center on status or power and occur when one party feels as though their opinion or way of doing things is far superior than anyone else (Cheesebro, O’Conner, & Rios, 2010).

4. Value conflicts:
Value conflicts usually occur in personal relationships, and arise when someone challenges another’s personal beliefs in which they hold near and dear (Cheesebro, O’Conner, & Rios, 2010). These conflicts can be very intense and long lasting.

5. Need conflicts:
Need conflicts arise when the needs of one individual are put before the needs of another or when the needs of each individual are not specifically stated and understood by both parties (Cheesebro, O’Conner, & Rios, 2010).

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 and simply avoid the issues because they view it as trivial, unimportant, or have no chance of winning the argument. Strengths of avoiding style is to prevent an immediate conflict and weakness is that the conflict will fester longer and remains superficial (Thomas & Kilmann, 2014).

2. Accommodators:
Accommodators believe conflict is destructive and allow others to determine the outcome (Cheesebro, O’Conner, & Rios, 2010). The strength of using this style is when the issue is not as important to you as it is to the other party and the weakness is you can begin to feel taken advantage of (Thomas & Kilmann, 2014).

3. Forcers:
Forcers believe winning is everything and employ persuasion with emotional appeals (Cheesebro, O’Conner, & Rios, 2010). This style is best used when your core values need to be defended and weakness is you receive less input and ideas from others (Thomas & Kilmann, 2014).

4. Compromisers:
Compromisers believe that those involved in the conflict must be ready to give in a little to reach a solution (Cheesebro, O’Conner, & Rios, 2010). This style is best used to achieve temporary settlements to complex issues and weakness is no one really gets what they originally wanted (Thomas & Kilmann, 2014).

5. Collaborators:
Collaborators believe with hard work, both parties can and will get their needs met (Cheesebro, O’Conner, & Rios, 2010). This style is best used to integrate both sets of concerns and weakness is can take longer to resolve the problem (Thomas & Kilmann, 2014).

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 are social media/software and boards. Social software such as blogs, instant messaging and social networks like Facebook and Twitter, are a great way to allow large groups to receive the same message when they are in many different places (Greene, Crystal, 2014). The use of chalkboards have been replaced by digital or electronic whiteboards and have been used for decades as way to visually demonstrate and communicate ideas that lead to brainstorming and other group collaborations.

References

Cheesebro, T., O’Conner, L., & Rios, F. (2010). Chapter 7: Conflict Resolution. In Communicating in the Workplace. Pearson Education.

Greene, Crystal. (2014). Collaborative Communication Tools. Retrieved from eHOW.com: http://www.ehow.com/list_6828701_collaborative-communication-tools.html

Thomas, K., & Kilmann, R. (2014). Five Conflict Management Styles. Retrieved from http://www.ntc.edu/studentlifeblog/wp-content/uploads/Handout-Conflict-Management-Styles.pdf


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