Conflict is a human phenomenon haunt humankind since the beginning, but it was not subject to study and treated as a positive phenomenon until 1950s and 1960s.(1) Conflict is ongoing processes with all mankind's since childhood stages of growth and development in the family, school, and work, between good and evil, between hopes and reality, ambition and abilities, desires and habits and values of a society that is governed, between his and others' interests living with him. For that, conflict is inevitable because it is part of humane daily life. Conflict itself is not a destructive force, but conflict left unaddressed is. However, If we considered conflict as an opportunity for growth and change in any environment, the potential for a positive outcome is enormous. Sources of conflict:
Structural Factors: Specialization, Interdependence,
Common Resources, Goal Differences, Authority Relationships, Status Inconsistencies, and Jurisdictional Ambiguity. Personal Factors: Skills/Abilities, Personalities, Perceptions, Values/Ethics, Emotions, and Communication Barriers.(2) Conflict management styles:
Avoidance: Avoidance is characterized by behaviors that either ignore or refuse to engage in the conflict. Accommodating: allowing the other party to satisfy their concerns while neglecting your own. Competing: win/lose, is a style that maximizes reaching one's own goals or getting the problem solved at the cost of the other party's goals or feelings. Compromising: attempting to resolve a conflict by identifying a solution that is partially satisfactory to both parties, but completely satisfactory to neither. 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 (win-win).(2) Effective leaders are those who knows their own preferred style of handling conflict, but contrast their style to meet the needs of the situation....
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