Conflict Management Styles

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Conflict Management Styles
Myron Harris
09/30/2012
CJA/444
Allen Cole

Conflict Management Styles
Conflict usually occurs when individuals within a group or organization has differences in opinions. When individuals are in a disagreement about something like policies and procedures or even the overall direction of which an organization or company is heading it can become very frustrating. As we all know conflict the process of conflict usually begins when an individual or party has perceived the other part and it has showed a negative impact or will affect something that another party cares about. According to the readings in Chapter 15 the early approach of conflict saw that all conflict was labeled to be bad. Conflict then had a negative vibe and was used often to be linked with such terms as violence, destruction, or irrationality as reinforcement to its negative association. There are several types of conflict from the integrationist point of view that includes functional and dysfunctional conflict. Functional conflict usually arises during when the goals of a group are supported and the performance rises. On the other hand dysfunctional conflict is conflicts that hinder the performance of the group as a whole. The conflict process consists of five stages that include potential opposition, incompatibility, cognition and personalization, intentions, behaviors, and outcomes. In my workplace the most common form of conflict management is potential opposition and incompatibility. I have worked for Viking Range Corporation for 10 years now and I enjoy my work there. My Supervisor is always open for communication but this is one of the most vital parts that bring about conflict in my organization. Most of the times communication plays a huge role in the effectiveness of the company. Communication is the biggest problem that we have as a whole throughout the facility because there always seem to be conflict that arises between departments on part outages,...
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