| Question Answer | When using effective listening, sometimes the best thing to do after describing the conflict-producing events is simply to wait for a response. True | The goal of managing conflict is as much about managing relationship issues as it is about solving problems. True |
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Which of the conflict management styles reflects a high degree of concern for yourself and for others?
An avoidance conflict management style
reflects low concern for the self but high concern for the other person. … Being empathic in a conflict can help you manage a conflict more effectively, and the strategies of writing down what you want to say and using “I” messages can help.
Which approach to conflict reflects a high concern for the other party?
Collaborating
.
The collaborating style
involves a high degree of concern for self and other and usually indicates investment in the conflict situation and the relationship.
Which conflict management strategy reflects a high concern for the other party but a low concern for the self?
Accommodating
reflects a high concern for other, but a low concern for self, because your own needs are not being expressed and cannot be met. In a compromising conflict management approach, both parties seek to lose a little to meet the other person partway.
Which of the following conflict management styles reflects a high concern?
The collaborating style
involves a high degree of concern for self and others, and usually indicates investment in the conflict situation and the relationship.
What are the 5 conflict resolution strategies?
According to the Thomas-Kilmann Conflict Mode Instrument (TKI), used by human resource (HR) professionals around the world, there are five major styles of conflict management—
collaborating, competing, avoiding, accommodating, and compromising
.
What are the steps of conflict process?
The conflict process has five stages:
potential opposition or incompatibility, cognition and personalization, intentions, behavior, and outcomes
(see Exhibit 14-2).
What is the collaborating style of conflict resolution?
The Collaborating Style is
when the concern is to satisfy both sides
. It is highly assertive and highly cooperative; the goal is to find a “win/win” solution. Appropriate uses for the collaborating style include integrating solutions, learning, merging perspectives, gaining commitment, and improving relationships.
What are the three tools of resolving conflict?
However, there are many other options available.
Negotiation, mediation and arbitration
– often called ADR or alternative dispute resolution- are the most well-known.
What is the most important outcome of conflict?
One of the most common outcomes of conflict is that
it upsets parties in the short run
(Bergman & Volkema, 1989). However, conflict can have both positive and negative outcomes. On the positive side, conflict can result in greater creativity or better decisions.
What are the three main factors that influence interpretation of behavior?
Three factors influence the accuracy of our perceptions and can lead to errors;
our physiology, our cultural and co-cultural backgrounds, and our social roles
. Many aspects of our physiology influence the way we perceive the world. Physiological state-conditions that are temporary.
What is the main importance of seeing conflict as a beautiful situation?
It
increases awareness of problems that exist and provides a reason for finding a better way forward
. When conflict is valued it encourages an environment where change is seen as positive – a way of making things better.
What is the most effective conflict management style?
Again,
collaborating
is normally the best strategy for handling conflicts over important issues. When dealing with moderately important issues, compromising can often lead to quick solutions.
What are examples of conflict resolution?
Examples of Conflict Resolution Skills
Interviewing and active listening skills utilized by a human resources representative
to define the nature of a conflict between a supervisor and subordinate. A supervisor encouraging empathy by asking opposing employees to describe how the other might feel in conflict situations.
What are some techniques for resolving conflict?
- Accept conflict. Remember that conflict is natural and happens in every ongoing relationship. …
- Be a calming agent. …
- Listen actively. …
- Analyze the conflict. …
- Model neutral language. …
- Separate the person from the problem. …
- Work together. …
- Agree to disagree.
What are conflict resolution principles?
The six principles of conflict resolution are to
affiliate, empathize, engage, own, self-restrain, and build trust
. These principles and guidance for putting them into practice are discussed below.
