Conflict Mode Assessment

Conflict Mode Assessment Introduction A conflict is a form of disagreement between parties leading to a confrontation. This arises in most cases due to people’s difference in ideology or lack of mutual interest in a certain activity.Advertising We will write a custom essay sample on Conflict Mode Assessment specifically for you for only $16.05 $11/page Learn More Settlement of conflicts has to take place amicably in order to play down the harmful impacts that they may cause in an organization (Jellison, 2006). The paper highlights conflict using a â€Å"job interview† scenario, where the person is supposed to solve a conflict arising due to unexpected challenges. Convectional wisdom is an essential requirement when solving conflicts of any magnitude to ensure sustainable relationships regardless of change. The Thomas Kilman conflict model consists of five modes used when managing conflicts and changes. It based on human behaviors of assertiveness or cooperativeness as a form of action in adjusting to changes caused by conflicts. Competing being the first mode, involves assertiveness and self-centered actions when handling conflicts. The intention is to use all channels available to triumph in a scenario. It can engage individual using their rights in obtaining power of control in a situation. This action has a score of five in a continuum (Jellison, 2006). Accommodating is not assertive, contrary to competing, the next party is considered in a conflict. It engages another’s point of view, normally awarded a score of nine in a continuum.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Avoiding, which is the third mode, also has a score of five is not assertive and is usually uncooperative. A conflict to be solved is neglected in this case either temporary or permanently. Collaborative is a mutual mode of solving conflicts where both party’s interests are looked into (Jellison, 2006). It involves self-sacrifices where necessary when handling issues analytically, normally given a score of five, which translates to 40% using percentage. Lastly, compromise is an intermediary form of conflict management, the agreement made satisfies both parties. Compromise addresses issues directly and is normally in a score of six. Compromising mode is the preferred style of conflict management in the scenario above. There has to be mutual agreement amidst the parties involved due to unexpected situations. The interview is of much benefit to one party while solving the accident is beneficial to all. An understanding might result to a solution that benefits all the parties using compromising mode. It is only by the compromising mode of conflict management that a win-win situation is possible (Jellison, 2006). Compromising model minimizes the chances of conflict aggravating, since there can be a clash of interest amidst two parties. This m ode is suitable in solving problems of dynamic nature when under pressure. This mode allows for exploration of other channels when settling disputes, normally preferred in cases of emergency. Compromise reduces the sensitive nature of a problem at hand in this case the interview is of much importance than parking the car.Advertising We will write a custom essay sample on Conflict Mode Assessment specifically for you for only $16.05 $11/page Learn More For the competing mode, there will be assertiveness in insisting on the right to parking. This overlooks other people’s interests. Collaborating mode will involve integrating the interests of the other party. It will delve much into issues thus complicating the conflict auxiliary from the initial intention. Avoiding the conflict does not apply in this case since it will provide no solution when managing conflicts. Avoiding is suitable when the issue at hand is of a smaller magnitude, thus negligible (Je llison, 2006). Accommodating will result to less solution for urgent cases requiring immediate solutions while benefits is to the other party more than self. Competing mode is difficult to work with, since a good number of conflicts results from competition between parties. This mode generates unpopular decisions when sorting out problems and it is more self-centered limiting other people’s opinions that might be useful in the end. This conflict mode is only useful in groups that uphold integrity and high values when conducting operations. It is much dependent on an individual as opposed to other models in handling conflicts. References Jellison, J. (2006). Managing the dynamics of change: the fastest path to creating an engaged and productive workforce. New York, NY: McGraw-Hill Professional.