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Module 2 Overview

Conflict as Person Centered

Module 2 introduces you to some of the dynamics of interpersonal conflicts. You will explore three types of conflicts (intrapsychic, interpersonal, and group-to-group) and four psychosocial factors (values, personality, emotional intelligence, and conflict style). You will also gain valuable personal insight by completing a values clarification, a personality test, an emotional intelligence assessment, and a conflict style assessment. This group of assessments represents four domains of ideas, feelings, and behaviors that directly relate to how you manage conflict.

At first, it may seem there is an overabundance of information to understand. The more you work with self-assessment data, the better you can connect this information with ways of looking at conflict and taking action. At a minimum, there is a higher probability of having a better understanding as to how or why one does or does not carry out responses to conflict experiences.

Your self-assessment results will be included in your final portfolio project and used in subsequent assignments to enhance your self-understanding. You will take self-assessments and write interpretations and explanations of your results.

This module also asks you to recall and write out a description of three impactful conflict experiences. Using these three experiences, choose from the various psychosocial factors those parts that provide insight regarding their effect and impact on or within you. This is a beneficial process when seeking important, new self-insight and understandings and will help to increase your knowledge of self.

Interpersonal Conflict Dynamics

Interpersonal Conflict

Conflict in the workplace can evolve from numerous reasons, including a natural tendency of competition. Uncertainty is also one of the main causes of conflict. When there is a downturn in the economy and organizations begin to downsize or promotions become very competitive, job-related stress can contribute to an increase in the amount of conflict. Interpersonal conflict can result in the loss of skilled employees, who can be very difficult to replace. Effective communication and reflective listening skills are essential attributes for dealing with interpersonal conflict. Interpersonal conflict is a complex interaction among factors that can be seen as a source of a conflict and as factors for developing the expression and direction of the conflict. When parties perceive that they are unable to reach their interdependent goals, interpersonal conflict can occur.

Understanding Conflict Dynamics and Your Responses to It

Conflict in the workplace has to be addressed as soon as possible as it can become very destructive, costly, and detrimental to the organization. Conflict does not have to be intense to be disruptive. Conflict can be divisive and can cause small informal groups to begin to develop and start taking sides and, in doing so, it can develop a very uncomfortable environment for all employees. Therefore, a manager’s timely response is very necessary. Understanding the dynamics of conflict can assist leaders in providing more effective responses to conflict and can aid them in turning some of the situations into opportunities. In addition, since the dynamics of conflict can also provide opportunities, leaders may sometimes need to engage in it rather than avoid it.

Managing Emotions

Emotions must be managed by all concerned as one thoughtless act can be perceived or misconstrued as rude and abusive and can actually lead to violence and provoke retaliation, which are results of unchecked or unresolved conflict. Workplace violence has become a very costly entity for numerous organizations. Strong emotions are usually a cause and a result of conflict. Emotions will often prevent the important (truer) issues from coming forth. Because of this, deep-rooted emotions must be recognized and dealt with in an appropriate manner. Knowledge of self can help you identify your own emotions and perceptions. You can evaluate whether your feelings are caused from experience in a previous incident or your perceptions of the individuals or situations.

You must discuss your feelings, perceptions, and emotions because suppressing them can lead to further problems. It is important to deal with your feelings and emotions at the time as soon as possible so that they do not distort your assessment of a situation. You will have to express your feelings in a manner that is not confrontational to prevent escalation of the conflict. Talking openly and engaging in active listening, even though you may feel differently about the situation, will help to reduce the level of emotions involved and prevent the conflict from growing. If the emotions are too high and you are involved in the conflict, you may have to leave the scene in order to regroup yourself before trying to deal with the situation. You may have to use a conflict resolution method such as analytical problem solving to deal with the emotions as this mechanism can be helpful.

Preventing Destructive Responses to Conflict

Destructive conflict occurs when the parties involved employ actions and behavior that increase the antagonism of the conflict instead of trying to find a resolution to it. Once verbal attacks and nonverbal gestures begin, the conflict can really accelerate to a destructive mode. Conflict can be very destructive as the most frequent response to conflict in the workplace is constant gossip, grapevine, rumors, and verbalization. Not only can this be damaging to the morale of the organization but also cause negative publicity once the verbalization goes out of the workplace. Sometimes, if it is at all possible, you have to try and convince the parties involved that the issue is not important enough to have the disagreement and they can just agree to disagree. Destructive response can be troublesome because of emotions, as emotions have a tendency to dominate one’s ways of thinking if acceptable solutions are not agreed upon. Destructive conflict has the power of developing an ongoing cycle of hostility. Therefore, it may become necessary to acknowledge the problem and make use of power and influence to resolve the situation.

Encouraging Constructive Responses to Conflict

Constructive conflict should be encouraged because it may have several positive benefits. Constructive conflict will usually benefit the parties involved and the environment around them. Constructive responses can be encouraged by having the parties focus on the problem rather than the individuals involved. Once you can develop constructive conflict, you may have the opportunity to increase open communication and, thereby, increase the quality of productivity and decision making.

For conflict to have constructive results, you must calm the situation down, take a positive approach, and focus on the issues and the individuals. It is imperative to try and resolve conflict so it can become constructive. This is because it can really help to discern what is and is not working so that changes can be implemented to improve the organization and increase productivity in the future.