discussion post


Hello! I write my discussion and here is a result
Nature and life teach people that world cannot exist without storms and accidents. It is hard to know about the problems of the enterprise without undertaking the conflicts. During such situations one can get information about the drawbacks of the management. There is no need to avoid or escape. It is good to embrace conflicts and solve them accordingly to the situation.

Conflicts can be and must be the source of transformation and personal growth of a manager or a group leader.

There are some sources of the conflicts:

· Conflict of the goals. Conflicts can arise from the variety of priorities and goals. It can also happen in the case of insufficiency of the general vision.

· Personality conflicts. This type of conflicts comes from the personal intolerance or misconduct during the conversation.

· Scarce resources. Considering the lack of resources can give rise to such type of conflict.

· Difference of styles. People have their styles of thinking, problem solution and so on. These differences can cause the strong conflicts between a leader and a subordinate. Leader has his/her vision, and he forces others to handle problems in the way that he/she prefers. It disappoints team members and, in the result, they can be involved in the conflict.

· Difference of values. Anything stated above is frequent event and often does not cause serious problems, but difference of values does. A particular group, culture or even business can be unacceptable in the case of difference of values.

Thomas Kilmann described some styles and models of conflict solution ("Resolving conflict rationally," 2012). They are:


1. Accommodating – it means that a leader of the group wants to cooperate with the members of the group on his/her own expense. In such a way, the leader can go against his/her objectives, goals and outcomes. Moreover, there is one drawback of such an approach: it can be applied in the case when members of the group are experienced and can solve problem effectively, it is no need to delegate the problem to the non-effective team without the vision of the leader. Therefore, it is good to preserve good relations between the team members and the leader.

2. Avoiding – it is an escapist approach when the leader of the group tries to evade the conflict without cooperation with the team and assertive actions. It can be applied in the case when the problem is trivial, and when one has no ability to solve the conflict or issue with the help of a team. Avoiding of conflicts cannot be considered as a long-term strategy, because the conflicts can arise again; constant avoiding can seriously affect the future relationships between the team and the whole performance of the group.

3. Collaborating – it means that the leader and the team members are involved in the general activity to achieve all defined goals. It means that both parties win and there is the “win-lose” style of conflict solution. It can be applied with the help of the re-framing of the issue and creation of a greater room for various ideas of the team members. Limitation of this model lies in the high trust and consensus between the team members. This solution can take a lot of time to synthesize all ideas and visions.

4. Competing – this is an approach connected with the “win-lose” style of conflict solution. It is very assertive, one can reach his/her own goals, and there is no need to cooperate with the team members. They can act in their own style, and conflict is solved by itself. This radical solution can be applied when the decisive and quick action is required.

5. Compromising – it deals with “lose-lose” approach. All parties achieve the course of action unacceptable for both parties. It is carried with the help of medium level of cooperation and assertiveness. It can be appropriate when there is the need of temporary decision. It may be used when all sides have important goals. Easy solution is not the best, because there is one best solution, and it is collaboration.

Knowing the patterns of conflict solution can develop the self-awareness. It is better to notice conflict premises and react accordingly to the situation. Therefore, one can quickly find alternative to the evading of the conflict. Conflicts are indispensable part of every interpersonal activity (Root, 2013).

References

Kilmann, T.(2012). Resolving conflict rationally and effectively.

Retrieved from http://www.mindtools.com/pages/article/newLDR_81.htm

Root, G.N. (2013). Teamwork & conflict resolution. Chron.

Retrieved from http://smallbusiness.chron.com/teamwork-conflict-resolution-11722.html

Schellenberg, J. (1996). Conflict resolution: Theory, research, and practice.

(2nd ed.). Albany: State University of New York Press.