Study Document
Conflict Styles That Prevent Collaboration Among Team Members Essay
Pages:4 (1267 words)
Sources:3
Subject:Communication
Topic:Conflict
Document Type:Essay
Document:#15319508
Personal Reflection Paper
Introduction
When it comes to my relationship with my friend Joey, we all seem to end up arguing no matter what the situation is. I have a very dominant personality as does he, and our conflict styles butt heads. In this paper, I will explore my conflict communication with Joey and analyze TRIP goals, power and conflict styles and how they apply to my relationship. Then I will explain how to improve my conflict communication and identify how I would help someone to use conflict communication concepts affecting the working of a team.
Explanation of the Concepts
TRIP Goals
According to Hocker and Wilmot (2014), TRIP is an acronym for topic, relational, identity and process goals. Topic goals are what each party wants (Hocker & Wilmot, 2014, p. 218). A parent may a son to show more discipline. A son may want to have more freedom. With my friend, we both want to be the one calling the shots for our group and we usually have our own ideas of what the group should do, neither of us wanting to relent.
A relational goal is a goal for a particular relationship—i.e., how one wants the relationship to be. For example, I want to be treated with respect by my friend and I want us to get along instead of always arguing. Identity goals focus on maintaining face and maintaining one’s sense of pride and self-worth. My friend sometimes accuses me of being bossy, which aggravates me because I feel that I am generally always accommodative. A process goal is focused on communication and conflict processes and determines how one wants these processes to occur. For example, I want to start applying the maxim, “Never let the sun go down on your anger,” with my friend, which should help me to resolve our differences in a timely fashion (Hocker & Wilmot, 2014, p. 220).
Power
Power refers to influence, i.e., who holds the most leverage in any situation and thus is most likely to control the outcome. In my relationship with my friend, we are both vying for the most power. Neither wants to feel out of control—that is the reason we both act this way. Yet, ceding control does not necessarily mean that one is handing over power. Power can be exercised in many ways, including silently and indulgently. People see their own power in…
…what you want. Do not be shy about your expectations—but do not think that it is okay to force these on others. You put them out there so that they can be acknowledged and received and so that others can understand where you are coming from. But this is just the first step because conflict communication is about reaching middle ground and creating win-win situations for the whole team. It is important to use social and emotional intelligence so as not to rob others of face, for maintaining face is important for people’s sense of self-esteem and morale. Considering conflict styles and what the trigger points of others are and what your own weaknesses are can help to better prepare you to overcome conflict by accepting change.
Conclusion
Conflict communication concepts are helpful in understanding why conflict is occurring and changing steps and styles in how one communicates so as to mitigate the risk of conflict occurring. It takes two to tango, as the saying goes, so by focusing on yourself you can make the necessary changes to improve relationships and show others that you are prepared to work with them on achieving solutions to problems. One should be bold and not…
Sample Source(s) Used
References
Hocker, J.W., & Wilmot, W.W. (2014). Interpersonal conflict (9th ed.). VitalSource Bookshelf.
Sanchez-Nunez, M., Patti, J. & Holzer, A. (2015). Effectiveness of a leadership development program that incorporates social and emotional intelligence for aspiring school leaders. Journal of Educational Issues, 1(1), 5-9.
Wallensteen, P. (2018). Understanding conflict resolution. SAGE Publications Limited.
Related Documents
Study Document
Team Building and Conflict Resolution
It is at the top because it is the only block that can be removed without disturbing the rest. Participative leadership means that leaders share the responsibility and the glory, are supportive and fair, create a climate of trust and openness, and are good coaches and teachers" Overall, it means that leaders act as positive role models and that the leadership moves at varying times. For teams to be
Study Document
Conflict Management and Conflict
Teams, Diversity, Stakeholders, and Organizational Conflict The role of leadership in managing conflict in interpersonal, team, and organizational contexts in times of change, with a particular focus on downsizing The term leadership can be defined as the actions an individual takes when he or she directs the activities of a team or group. the behavioral aspects or actions taken by a leader to influence his team and to help the team cope
Study Document
Virtual Teams Because All Organizations
The team must develop a system for sharing information so that nothing relevant to solving the problem is lost" (p. 360). This level of collaboration can be challenging even with traditional teams, though, but Roebuck et al. emphasize that what may appear irrelevant to one team member may be the key to achieving the team's goals. Therefore, it is important for team members to become accustomed to sharing as
Study Document
Team to Be Autonomous in
By using these forms of open communication, members of the group would have felt less frightened or intimidated to speak up with their ideas. Question Six Conner's leadership style was very authoritarian. He thought he knew best, was confident about that fact, and wanted to make sure everything got done the right way -- his way. His style consisted of his making assumptions and asking for input without wanting honest feedback.
Study Document
Conflict Resolution at General Hospital
As a result, any kind of negotiation would involve some form of give and take from both sides. (Loo, 2006, pp. 24 -- 25) Recommend a strategy for Hammer to resolve the problem. To resolve the situation, Hammer must sit down with: the doctors, Harding and Dr. Boyer. At which point he would listen to the issues that were caused by the new system she implemented and possible ways that the
Study Document
Sociology - Conflict Resolution Case
We allowed them to propose a mutually fair distribution of chores and ever since, there have been no arguments over chores, whereas prior to this solution, it was a constant and repetitive source of perpetual conflict. Obviously, this particular solution could just as easily have been resolved much earlier, saving everyone involved the frustration of having to perform hated chores, not to mention the general resentment ordinarily associated with the