Conflict is defined as personality clashes, breakdowns in working relationships, disputes in groups and meeting and other situations.1 The central issue between M and her new director is the lack of communication between them, which in turn is escalating to competing or dominating conflict. Dominating or competing conflict is a style in which one 's own needs are advocated over the needs of others.2 It can be appropriate in instances when no consensus can be reached and a decision is needed immediately. M and the new director are in a disagreement and are both seeking to control the discussion in both substance and ground rules of daily activities at work and they both might fear loss of control or compromising will result in solutions that
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The new director is more concerned about policy enforcement, chain of command, and the company bottom line compared to quality and recognition on expertise of employees. The Director has authoritative style of leadership and is unable to recognize the skills and abilities of other people.
According to Canadian Management Center (CMC) 85 % of employees experience conflict and 70% see managing conflict as an important leadership skill, as an average employee sounds about 2.1 hours a week dealing with conflict. There are five kinds of conflict management styles; dominating, avoidance, compromising, accommodating, and problem-solving.
Dominating is the “win-lose” approach, the director will use her power to satisfy her concerns without regards to M concerns. Avoidance is simply avoiding the conflict, M might avoid or not pay attention to the conflict and not take any action to solve it. Accommodating is allowing the other party to satisfy their concerns, M might cooperate with her director at the expense of her objectives and goals. Compromising is the “lose-lose” scenario where M and the director identify a solution that partially satisfactory to both parties but neither party achieves what they want. Problem-solving is when M and the director seeks a “win-win” solution to the conflict, which is to cooperate, understand their concerns, and reach a mutually and complete satisfactory solutions …show more content…
The best way to end the conflict between M and her director is through collaborating - cooperating with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution.4 One of the guidelines for managing conflicts and improving communication is the five step called the AEIOU model. Acknowledge the other person point of view before disagreements or misunderstanding arises, express your concerns or point of view to the other person, identify a proposal or a plan and state clearly what you need to achieve, outline the outcome you anticipate or require to achieve results, and reach an understanding of the intended outcome and the other person perspective. The most important of all don’t avoid the conflict, that is a temporary measure and it will not end the
The new director is more concerned about policy enforcement, chain of command, and the company bottom line compared to quality and recognition on expertise of employees. The Director has authoritative style of leadership and is unable to recognize the skills and abilities of other people.
According to Canadian Management Center (CMC) 85 % of employees experience conflict and 70% see managing conflict as an important leadership skill, as an average employee sounds about 2.1 hours a week dealing with conflict. There are five kinds of conflict management styles; dominating, avoidance, compromising, accommodating, and problem-solving.
Dominating is the “win-lose” approach, the director will use her power to satisfy her concerns without regards to M concerns. Avoidance is simply avoiding the conflict, M might avoid or not pay attention to the conflict and not take any action to solve it. Accommodating is allowing the other party to satisfy their concerns, M might cooperate with her director at the expense of her objectives and goals. Compromising is the “lose-lose” scenario where M and the director identify a solution that partially satisfactory to both parties but neither party achieves what they want. Problem-solving is when M and the director seeks a “win-win” solution to the conflict, which is to cooperate, understand their concerns, and reach a mutually and complete satisfactory solutions …show more content…
The best way to end the conflict between M and her director is through collaborating - cooperating with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution.4 One of the guidelines for managing conflicts and improving communication is the five step called the AEIOU model. Acknowledge the other person point of view before disagreements or misunderstanding arises, express your concerns or point of view to the other person, identify a proposal or a plan and state clearly what you need to achieve, outline the outcome you anticipate or require to achieve results, and reach an understanding of the intended outcome and the other person perspective. The most important of all don’t avoid the conflict, that is a temporary measure and it will not end the