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Dual Concern Model Of Conflict Analysis

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First and foremost, we can use the problem confronting method. It is a win-win method which can strength the relationship between two people and the actual problem can be solved. For example, if there are too many jobs assigned to Jackie today, I will borrow one administrative assistant from another department. This can share the workload of Jackie and he can finish the task before the deadline. At the same time, it can increase the productivity of the company. Thomas and Jackie can benefit from this method. This can create a foundation for effective cooperation in the future. Secondly, when the collaboration method does not work, we can use the compromising method. This method seeks for a convenient solution that satisfies between two people. …show more content…

This model consists of five styles including integration style, obliging style, dominating style, dominating style, avoiding style and compromising style. These five styles can help us to find the most appropriate way to solve the problem. We need to match the style with the situation. For example, when the issues is not important to me, I can use avoiding style to reduce the conflict. All in all, conflict is inescapable in human beings. We can use confronting method or compromising method to resolve the conflict. The Dual concern model can aid us to find the most appropriate way to reduce the …show more content…

In eastern companies, a lot of companies are traditional-style enterprises. As a result, many terminal decisions are made by the highest people in the company. Ideas and comments from employees are not welcome. Many decisions are decided by the senior. Moreover, ''Mianzi'' is very important in the Chinese organization. When the boss come to the office, William should greet them politely. William should not challenge the senior in front of the public. This may make the senior feel embarrassed and angry. William need to make the boss to have a feeling of prestige in their workspace. Also, the hierarchy is very essential in Chinese organizational culture. Affected by Confucius, a Chinese teacher around 500 BC, people in China need to show his respect to the senior or someone who are older than you. Hence, William need to do so. Greetings is one of the methods to show respect. William should not shout at the senior and he needs to show his respectful to senior's decisions. He should not disagree with boss or condemn him. Moreover, ''Guanxi'' is very important in Chinese culture. It can ensure that you will have proper position for business in the future. Building a ''Guanxi'' can also provide you a preferment opportunities. Furthermore, William should not question his manager. The manager has many things to do. It is a proper way to question your peer rather than your boss. Otherwise, it

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2. Delegate tasks - By understanding who are better at particular tasks than yourself, delegating can be implemented as a major time saving technique. Providing them with the resources and support they require, they can get the job completed just as well or even better than you could under time pressures. While delegating tasks, you can focus on more important issues that have a larger consequence of not completing. It also gives them a chance to shine, learn and up skill if they haven 't had the exposure needed to develop.

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After comparing all five conflict management styles I came to a conclusion that my spouse often withdraws from conflicts when I make demands. Therefore, it led me to believe that her principal conflict management style in our relationship is avoidance. 2) Describe, with sufficient detail, an instance from your life where you can apply this concept, model or theory to your interaction with another person. My wife has a complicated relationship with her twin sister.

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The conflict may also be resolved due to the interference of another

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According to Bauman (2013), in order to avoid conflict situations, I need to learn remain professional. 3.3 Discuss ways to resolve issues encountered in professional relationships in your work place. In most of the cases there are several issue encountered in the professional relationship of the employees such as; ethical dilemmas, working conflicts, egoism, different working style, less effectiveness in team working and so more. They can be resolved in the following ways; i. Development of proper working system and providing adequate amount of employees to encounter the problems in best and efficient manner.

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This is seperating our dialectical need of openness and closedness of sharing into to different areas. Therefore, this is the selection strategy for handling dialectical tensions. The third method of handling dialectical tensions is neutralization. This is a compromise where both dialectical needs are met to some degree, but not fully.

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It is in observing how people deal with and react to conflicts that we see clear differences between cultures. Some cultures view conflict as a positive thing, while others view it as something to be avoided. In the United States, conflict is not usually desirable; nonetheless, conventional wisdom in this country encourages individuals to deal directly with conflicts when they do arise. In fact, face-to-face encounters are usually suggested as the way to work through whatever problems exist. By contrast, in many Asian countries, open conflict is experienced as embarrassing or demeaning.

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Factors such as a sense of belonging in a group, self-esteem and attaining their goals are fundamental human needs. It is important to understand that everyone has different needs (Shakiba,2015). Lastly, it is to solve collaboratively by sitting down and talking about the problem together. Using phrases that start with ‘I’ as it identifies the other person 's needs and it does not push the blame to them. Overlapping problems are inevitable, hence these 4 steps will allow individuals to come together to find a common need that can be met by both parties

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“Conflict is a struggle over values and claims to scarce status, power, and resources, in which the aims of the opponents are to neutralize, injure, or eliminate the rivals”. (L. Coser,

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