The two articles chosen for this, my final paper in this class, are from the CSU library Academic One File and are, “The influence of conflict management culture on job satisfaction” written by Choi (2013) and “Conflict management checklist: a diagnostic tool for assessing conflict in organizations. (PART 1 CONFLICT MANAGEMENT)” by Cathie T Siders, PhD, and Carol A. Aschenbrener, MD.
The first of these articles discussed avoidant, dominant and collaborative conflict management styles. The author gained insight on these 3 types of management styles by conducting several scientific surveys of 743 employees at several bank branches located in Washington D.C. and West Virginia. The age range was between 18 and 40 years old and encompassed men (%20), …show more content…
The last of the three types of conflict management styles the author describes is the collaborative style of conflict resolution. In the findings it is said that the collaborative conflict management style promotes a positive work environment and has a positive effect on performance and job satisfaction. Employees feel they are part of a team and that their input is valuable. The collaborative style is useful when bringing together a diversity of viewpoints to get the best solution especially when previous conflicts have been left unresolved. The author in this study is aware that there are limitations to the findings because it only encompasses one employment sector but from my text book readings and research into my own management style I have confidence the findings are spot on in just about any employment …show more content…
The main thing I learned is to avoid a conflict that requires some sort of an intervention regardless of one’s style is to recognize a possible conflict before it escalates. The most successful approach to conflict resolution is conflict prevention. Conflict prevention is a proactive approach that should be used before a full scale conflict happens. Being vigilant in detecting the signs of a possible conflict is always the best case scenario before conflict leads to a reactionary
The first of these articles discussed avoidant, dominant and collaborative conflict management styles. The author gained insight on these 3 types of management styles by conducting several scientific surveys of 743 employees at several bank branches located in Washington D.C. and West Virginia. The age range was between 18 and 40 years old and encompassed men (%20), …show more content…
The last of the three types of conflict management styles the author describes is the collaborative style of conflict resolution. In the findings it is said that the collaborative conflict management style promotes a positive work environment and has a positive effect on performance and job satisfaction. Employees feel they are part of a team and that their input is valuable. The collaborative style is useful when bringing together a diversity of viewpoints to get the best solution especially when previous conflicts have been left unresolved. The author in this study is aware that there are limitations to the findings because it only encompasses one employment sector but from my text book readings and research into my own management style I have confidence the findings are spot on in just about any employment …show more content…
The main thing I learned is to avoid a conflict that requires some sort of an intervention regardless of one’s style is to recognize a possible conflict before it escalates. The most successful approach to conflict resolution is conflict prevention. Conflict prevention is a proactive approach that should be used before a full scale conflict happens. Being vigilant in detecting the signs of a possible conflict is always the best case scenario before conflict leads to a reactionary