Harvard University Conflict Styles Discussion

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Answer the following questions from the text book only. No other sources should be used. Only textbook Questions to answer 1. Give an example of how the same person might use different conflict styles in different relationships. 2. Why would a person use different conflict styles at work and at home? 3. Do you tend to be an avoider or an engager? When has it worked for you and not worked? 4. Which conflict style or combination of styles do you tend to choose? When has that benefited you? Cost you? 5. Create a conflict scenario and show how collaboration can be used effectively. 6. List three positive and three negative qualities of the competitive style. 7. Describe a scenario in which the compromising style would be effective. 8. Discuss two misconceptions about emotions in conflict. 9. How can systems theory help one understand conflict? 10. What are conflict triangles and why do they form? List a workplace example or a home example where one would expect to see a triangle formed. 11. Systems do develop rules for conflict. Give three rules present in the systems of which you are a part. 12. List three specific examples of how understanding microevents can be helpful in conflict. Requirements: 1. 6-7 pages, excluding references page and title page 2. Paper should be 12 points, single spaced, times new roman. 3. Use only textbook to answers question, no outside sources from internet allowed. 4. Plagiarism is strictly prohibited. It should be less than 7% 5. In text citation and reference should be APA format. Cite textbook only
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1. Give an example of how the same person might use different conflict styles in
different relationships.
A person can use different conflict styles such as avoidance and dominance in different
relationships such as marriage and the workplace, respectively. In a marriage, a person can use
the avoidance style, whereby they are in denial of the conflict and keep changing or avoiding
topics, not committing and joking instead of dealing with the conflict at hand. When the party is
experiencing a conflict with their partner, they may prefer to sidestep the issue by changing the
topic or withdrawing from managing the problem. The person may then choose not to respond to
the situation or request the other party to deal with it and pretend the conflict does not exist.
In a workplace setting, the person may prefer to engage in the dominating conflict style
whenever a conflict arises. In this case, the person may be competitive and uncooperative. His
dominating style can be attributed to his attempt to gain power through direct confrontation to
win the argument without changing to the other party's desire. In this conflict style, the person's
goal is not necessarily to solve the conflict by reaching a consensus; instead, winning is the goal.
2. Why would a person use different conflict styles at work and at home?
The relational power that one possesses determines why a person might use different conflict
styles at work and at home. This can be identified by looking at the relative resources of an
individual to measure their power in different settings. Perhaps a person is more comfortable
with passive aggressive behavior at work, where they are used to being in a position of power.
Considering that strong emotions correspond to various levels of power, this may make a person
passively aggressive because they feel in a position of high power.
Alternatively, the person may feel more comfortable being passive or collaborative at home,
where they are used to being in a more equal relationship with their partner. At home, the power
may be balanced constructively, resulting in collaboration because the playing field is more
level.

Do you tend to be an avoider or an engager? When has it worked for you and not worked?
I plan to be an engager instead of an avoider because avoiding conflicts does not solve conflicts.
By being an engager, I will initiate a conflict or disagreement despite feeling frustrated,
misunderstood, or unheard. Being an engager will allow me to tackle conflicts hands-on without
pretending that the conflict does not exist, like in the case of being an avoider.
Notably, being an engager has worked previously, but only when it has reached a collaborative
or integrative approach. Through the use of constructive, prosocial, and collaborative approaches
at some level of the conflict, conflicting parties engage in cooperative interaction that allows
both people involved in the conflict to achieve their goals. Similarly, the engagement approach
fails, especially when it is caused by fight-fight and threat-threat patterns occur.

Which conflict style or combination of styles do you tend to choose? When has that
benefited you? Cost you?

A combination of compromise and collaboration is the best combination that solves conflicts. In
a compromise situation, a person experiences some gains and suffers some losses for the other
party. The compromising style is moderately assertive and cooperative, whereby the conflicting
parties engage in an interactive process to create solutions and become flexible. Through the
compromise style, both parties accomplish essential goals, and less time is consumed. When
integrated with the collaborating style, the parties engage in constructive and engaged
interaction, with all parties being highly concerned with their own goals as well as the goals of
the other parties to achieve a successful solution. When conflicting parties are collaborating, they
are concerned with the joint objectives and, therefore, are concerned with the achievement of the
shared goals. With the combination of collaboration and compromise, the conflicting parties can
accordingly prioritize goals and ensure they are achieved to reach an agreement.

Although the combination of compromise and collaboration can be beneficial in conflict
resolution, they can also cost the parties because one has to lose some of their important goals.
Each party has to give something in order to get another benefit. In such a case, some parties
may become disengaged or perceive the other person to be manipulative because some of their
goals have not been achieved, thus affecting the conflict resolution process.
Create a conflict scenario and show how collaboration can be used effectively.
In a workplace setting, Sheila and Kamala have been assigned a task to present the best cyber
attack prevention tool. Both Sheila and Kamala have exciting ideas, and in their discussion, they
agree on one approach but fail to agree on who should write the code and what time they will be
meeting. Below is the conversation:
Sheila: I think I have an idea. Can we use Python and Java to create the tool?
Kamala: Sure, I think they are the best in this case.
Sheila: I think I am the best at this; I will write the code.
Kamala: I can also write the code. I will let you do much of the presentation.
Sheila: No, I will do the writing. And when should we be meeting?
Kamala: From Monday to Friday at 5 pm is okay.
Sheila: I will not be available on working days because I have classes to attend after work.
Kamala: I don’t think meeting on weekends is good for me. Furthermore, this means I have more
time than you to write the code.
Sheila: Well, let's do this; we can meet on weekends, and then we can both write the codes
collaboratively, and in return for that favor, I will let you do much of the presentation.
Kamala: Okay, that’s ideal. After all, we both win.

Through collaboration, Sheila and Kamala can effectively reach an agreement on the time to
meet and who will write the code since the collaboration approach involves being concerned

about the goals of every party and creatively finding solutions that solve each person's problem.
Through this approach, Sheila and Kamala can ...


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