Analyzing Personal Conflict Management Styles Essay

Conflict perplexity is the detriment of many squads or groups in accomplishing its refinements. This is beca custom around people do non understand the varied remainder styles and how to apply the rules and principles associated with the style you may be dealings with. In this paper I will analyze three of the five guidance styles discussed in the textbook Communication in Sm exclusively Groups. Avoidance and disputation atomic number 18 two styles that I believe adjudge the greatest effect on hindering a group or team up from accomplishing its goals. coaction, however, is a style that I believe is most effective in assisting a team in attaining its goals. This is a style that I use not only in my professional life but besides in my soulal life and consume seen the difference this style of conflict forethought light ups on individuals who atomic number 18 approached with this technique. Avoidance, according to the Collins English Dictionary is the turn of keeping a sort from or pr level(p)ting from happening. This definition sums up the reason I believe that of the five conflict managing styles, this 1 is among the top reasons some teams unwrap out at achieving their goals.Whether it is just that a person does not handle confrontation, are afraid to voice his or her true opinions out of fear, or obviously do not want to hurt an other(a)(a) persons feelings, the simple fact remains that the team may not be aware of every topic they need to consider. They miss the opportunity to be more impersonal in r from all(prenominal) oneing an educated ratiocination on the goals the team is try to attain. This crowd out also lead to members of the team feeling as though a member does not care and blow over them reason to give notice whatever input that member may have.It is important to rally that in that location are certain faces when avoidance is needed to move the team along. For instance if what is ca victimisation the conflict is something trivial that will not have an unbecoming effect on the ultimate goal of the team it is likely a good idea to avoid it. It may be also be a good idea to use this method temporarily to give a team time to gather their thoughts on an important guinea pig they need to resolve, but cannot get certain members to be objective or reasonable because they are standing firm behind their superlative of view. ambition is a conflict management style exactly opposite of avoidance.This is a very confrontational style, which characteristics consist of forcefully persuading others that their position is the only reconcile position. A person who exerts this style in most cases seeks to win with the heading of another person losing. They want control and escape to achieve it no matter what. This type of style is infectious to a team. It is hard for a team to trim at attaining a common goal if the direct of competition in the team is such that no one can add up. Competition often lea ds to unhonorable ways of trying to persuade others in the team like shouting, or even threatening.These types of behaviors lead to defensiveness and distrust as members may feel as if they are forced into a decision rather than arriving at a decision on their own. Again, just like with all management styles it is not always a bad thing to be competitive. When working as a team it is important to remember the goals of the team and be mindful that the actions graveln are working toward that goal. No matter how repair a person is individually, he or she must find a way to get the rest of the team to agree that their point of view is correct or the crush action for the goal the team is trying to accomplish.Otherwise, they will accomplish nothing and alienate themself from the team. The other members of the team can again feel as if that member does not care close what is best for the team and discount his or her ideas as one sided. Of all of the conflict management styles, collab orationism is the style that most researchers agree is the best for achieving the goals of a team. To collaborate is to have a graduate(prenominal) concern for both yourself and others (Beebe & Masterson, 2009, p. 52). This common belief among users of this style drives them to search for answers using all of the tools at the teams disposal.The incompatible dynamics of the team become assets. They see the differences that distinguish the members of the team as points of view are respected and viewed objectively. Differences like a male versus a females perspective, race, culture, and even social or economic status are viewpoints that give all in the team a bigger picture of the disparate extends they may need to consider when coming to a conclusion about how best to achieve their goal. Though this style is thought of as the best route for teams to use, it is lso one of the most difficult.Even a person who has a natural talent or personality that promotes this style of conflict m anagement has to practice to be effective using this style in a team setting. A person cannot be judgmental and must be sure not to take anything said personally. This is something that most if not all of the team members must have an awareness of. All team members have to feel comfortable with the results and with what was given up from their own personal point of view to arrive at the teams decision.This style is also very demanding so it requires a good amount of patience. Depending on how mobile a decision is needed it is not always possible for a team to achieve and some in the team may not believe that their best interests were achieved. I realized by means of this research that I am a person who naturally uses the collaboration style of conflict management in many areas of my life. In my relationship with my wife, I use collaboration as a way to strengthen our alliance in running our household.Feeling as if we are a team benefits the decisions we make for our family. Our ch ildren see us as united in our decision making. This is something we had to work to achieve and collaboration was the key to its success. We had a competitive style at first and our children would use that fact to split us up on decisions that we made pertaining to them. I could break that cycle by focusing on putting our egos aside. Our discussions were no longer about who was right or wrong. It was a process that started with accommodation to show I was automatic to take the first step.That eventually grew into compromise, which is what most couples strive for. Finding a shopping centre ground gives most couples the sense that they are working as a team. Collaboration, however, is the ability of that team not to find a middle ground, but actively work to agree and the best plan or action together by understanding and processing each others viewpoint to come up with decisions together. It is a style that comes in handy when training my children on the importance of being responsi ble and accountable for their actions.Collaborating on goals so that they are part of the decision-making process empowers them to believe they have control over what decisions they make. In my school and professional life collaboration has proven to be a way to drive for results. Team members work better when they are at ease in their decision-making, and everyone is comfortable with each other. Disagreements work themselves out with little stress because of the trust established through everyones willingness to collaborate on the goals set in place.Because the goals were set together, everyone has a vested interest in its outcome and most want that outcome to be a successful one. When I do encounter a person on my team with a conflicting style, I tend to take some time away from the situation to evaluate the best vogue of action for our progress. I take into account the level of importance our issue may have on our ultimate goal and what if any ethical issues are involved. Collab oration, though it is my favorite approach, is not always the approach I may use to resolve the issue.I am not one to avoid the issue entirely, but I have had to use accommodation, compromise, and even competition depending on what the issue is and what personality I am dealing with. In conclusion, you can see that there is no one way to manage conflict. I believe that being able to adapt to the different conflict styles will assist a person in overcoming conflict. Collaboration best supports a person who is adaptable and best supports a teams objective because it focuses on the goals of the team by giving each person on the teams needs equal importance.