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Essay / Research Paper Abstract
A 5 page paper that describes different types of conflict styles and reports a protocol for dealing with conflict. The writer comments on how to persuade management to adopt a conflict management approach. Bibliography lists 4 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGcnfl3.rtf
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Unformatted sample text from the term paper:
the human condition" (p. 50). Guttman (1999) went on to say that conflict does not mean the organization is dysfunctional. Rahim (2000) reported that "conflict is often said to be
functional for organizations" (p. 5). Still, managers try to avoid conflict. A better approach is to learn how to manage conflict. Research has determined there are five conflict styles, which
are: 1. Integrating where there is high concern for both self and others 2. Dominating where there is high concern for self and low concern for others (Gross and
Guerrero, 2000, p. 200). 3. Obliging where there is low concern for self and high concern for others (Gross and Guerrero, 2000, p. 200). 4. Avoiding where there is low
concern for both self and others (Gross and Guerrero, 2000, p. 000). 5. Compromising where there are moderate levels of concern for both self and others (Gross and Guerrero, 2000,
p. 200). Gross and Guerrero (2000) report these styles have been associated with different organizational variables, including organizational climate, job burnout, position, gender, education and job satisfaction. These styles
have also been linked to competence and most specifically, the competence model of communication (Gross and Guerrero, 2000, p. 200). Guttman (1999) suggested four protocols to deal with conflict: *
Dont triangulate. Triangulation is the attempt to avoid responsibility by having someone else deal with the conflict. For example, John and Jim are in conflict but John goes to Bob
to handle it (Guttman, 1999, p. 51). * Dont recruit supporters, which is self-explanatory - you get someone to support your side of the issue (Guttman, 1999, p. 51). *
Dont accuse in absentia, which is blaming someone or accusing someone of something when they are not there to speak up for themselves (Guttman, 1999, p. 51). * Dont personalize
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