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Conflict Management Name of the University: Author note Introduction

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Added on  2020-03-28

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CONFLICT MANAGEMENT 5 CONFLICT MANAGEMENT Conflict Management Name of the student: Name of the university: Author note Introduction The participants in the interview session could have been more professional in the session and behaved in a proper manner to avoid the conflict. Conflict resolution should be done by the moderator of the session but in the given scenario the individual failed to maintain the decorum (Autesserre 2014). Skills of conflict resolution if possessed by an individual, it can help in building healthy interpersonal relationships and efficiency

Conflict Management Name of the University: Author note Introduction

   Added on 2020-03-28

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Running head: CONFLICT MANAGEMENTConflict ManagementName of the student:Name of the university:Author note
Conflict Management Name of the University: Author note Introduction_1
1CONFLICT MANAGEMENTIntroductionThe participants in the interview could have been more professional in the session andbehaved in a proper manner to avoid the conflict. Whenever any questions were asked they tookit personally and started to react in an inappropriate way. Conflict resolution should be done bythe moderator of the session but in the given scenario the individual failed to maintain thedecorum (Autesserre 2014). That is why; the interview session was more of a chaos andconfusion than resolution of the actual problem. The session could have been conducted in amore effective way if the participants were a bit more careful about their behavior. Conflictresolution skills were absolute necessity for the persons who participated in the discussionsession. There can be disagreements between two individuals but that does not mean it will resultin a conflict. But it should be taken into consideration that the conflict should be managed beforeit takes a rough shape. Skills of conflict resolution if possessed by an individual, it can help inbuilding healthy interpersonal relationships and efficiency in team work (Avruch and Black2014). Conflict resolution skills and disagreeing voluntarily are the practices that help in buildingbetter communication. Causes of conflictDisagreeing on certain points is essential to keep up the spirit of conversation. It is veryunnatural that disagreement and conflict resolution will take place in an interview setting. Butthat notion was changed by the given scenario where none of the members maintainedprofessionalism. They should have listened to one another, respected others’ opinion and thenshared their own. The aim of the interview was to make a good debatable session but instead itbecame a hurdle to identify the resolving factor in between the chaos and disagreement (Fisher
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2CONFLICT MANAGEMENT2016). The moderator of the session should have been sterner in leading the session and stoppedthe speaker in between when required. If he had done so, then there would have been no scopeof conflict arising within the interview. The drawback of the moderator was that he did not speakin those areas where he should have. This is because in an interview setting, it is the leader whotalks more than all other members in the group. He should be smart, invite participation of themembers, but at the same time it is also important to encourage professional courage which isrequired to make the event successful this is one thing which lacked in the given situation(Fisher, Kelman and Nan 2013). Strategies to manage conflictConflict is not something unnatural in a workplace and especially when the topic wasabout religion. But the participants involved in the program should be careful about the place andthe necessary mannerism. It was absolutely unprofessional on the part of the participants tomisbehave with each other and hurt their sentiments. They could have made the session effectiveby using certain conflict management strategies. The conflict of the given situation led to trustbreakdown with no effective outcome and ill manners at the end. The strategies that theparticipants could have used are- accommodating, avoiding, collaborating, compromising andcompeting (Fry and Bjorkqvist 2013). The accommodating strategy essentially encourages respecting the opinion of other side.Using the strategy of accommodation takes place when the participant on one side wants theissue to dissolve and seek peace. None of the participants in the session was in a mood to resolvethe issue or accommodate so they kept on adding oil in the fire. The next step is avoiding. Thisstrategy helps to reduce the conflict in an indefinite way. The strategy helps in resolving the
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