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Running Head: ANALYSIS OF INTERPERONAL GROUPS 1

Analysis of Interpersonal Groups

Darnetta Glover

Dr. Jim Cook

CCMH/568

November 9, 2020

ANALYSIS OF INTERPERSONAL GROUPS 2

Introduction

There are so many conflict management assessment styles. This depends on so many

factors, such as the environment one has grown up with, the cultures, religion, and education level.

All the styles used in the management and assessment of conflicts in most cases all have

consequences, and therefore, one must make the best decision, especially when dealing with

groups. Interpersonal relationships can be ruined or maintained by analyzing the conflicts and

assessing them before jumping to conclusions.

The interaction of the group members with the facilitator is good because people ar able to

air out their views in different fields about what they think is best for them. Good relationship with

facilitators is very important as it helps in avoidance of maybe oppression because one is able to air

the thoughts out. The members interaction within the group during the discussion is also good but

when there is a large group of people misunderstandings have to be there but the most important

thing is knowing how to handle such a a situation.

Amongst the group members the issue of power is evidenced. All the group members have

different ambitions and some want in future to be leaders and therefore some start practicing as

early as now. This is evidenced when people wants only their views to be heard and they want all

the other people to accept that whatever they say that’s the most important thing and that is what it

should be done by all others. The role of leaders in the group is to intervene in such situations so

that each and every one can be at the same pace and so as to maintain the objectivity of the group.

ANALYSIS OF INTERPERSONAL GROUPS 3

There are so many different ways in which people are dealing with conflict assessment so

that as a group, we can come up with the best strategy of how to do when and what. Most of the

time, the group members have said that they do not discuss with others to get the best solutions that

meet everyone's needs. Nowadays, people decide on the decisions that are only favorable to them

and not considering other people's needs.

Many people do not use the give and take approach. They do not negotiate any conflict

resolution mechanisms. They want to take what others in terms of winning an argument and not

giving others something for the sake of what they have done. People have become very selfish

when it comes to the making of the decision. Very few people try to meet other people's

expectations as long as their self-expectation has been completed; no one cares for different

people's expectations, (Aqqad, et al, 2019)

The majority of the people argue so much and try to prove why their point is always the

right, and people should go as per their saying. This is not the right approach for analyzing

conflicts because no one is all-knowing, and therefore, a man is to error. A person should listen to

what others have to say, and then they can make an informed decision. This creates an irony with

most others because they want their views to be the best while they do not want to gather as much

information to make an informed decision. They make a rush decision without much information

gathering.

Very few, if any tries and see conflicts from both sides. War is always one-sided because

each and everyone has a specific objective and personal interests. The other person's needs are not

a priority to the other party or what issues are involved. This is important because once one

understands the problem solving and analyzing the management case will become automatic. Only

ANALYSIS OF INTERPERSONAL GROUPS 4

a few compromises during the decoding of issues. People are always selfish, and they do not want

to move on. They see this from a different angle, and they see this as defeat, and they want to

protect their ego, (Ayub, et al, 2017).

The majority of the group members have agreed that when they are in a state of

disagreement, they usually become uncomfortable, making them feel a little bit of anxiety.

Although many admitted to having such a feeling, they do not want to solve the other person's

issue because they do not want to be seen as a loser. They do not know that once they go and

apologize to the other person, they are helping themselves.

The wishes of our family and friends are not as crucial as our wishes. What as a group we

are striving for is achieving our desires? Through such achievements, we will benefit individually

and personally, unlike when we strive to meet others' wishes. Some are to avoid hard feelings by

keeping the disagreements for ourselves. This is not the right way to do things because this has got

some side effects, such as stress. It is always right to talk to someone, especially when one feels

some heaviness in the heart, to avoid conditions related to such circumstances, (Musah, et al,

2017).

In the future, there must be changes in the relationship. How we relate with others is very

important in the analysis of how conflicts are managed. When we change our relationship with

others, we will be self-less, and we will be in a position to strengthen our relationship and as well

as to come up with the best strategies for dealing with conflicts, (Vasilopoulos, et al, 2018)

Conclusion

ANALYSIS OF INTERPERSONAL GROUPS 5

Conflict management assessment depends on the person at an individual level, and

therefore it is tough to specify the best approach to deal with a particular situation. This is because

of a combination of so many factors. The method of dealing with conflict depends on a person.

Reference

Aqqad, N., Obeidat, B., Tarhini, A., & Masa'deh, R. E. (2019). The relationship among

emotional intelligence, conflict management styles, and job performance in Jordanian

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Ayub, N., AlQurashi, S. M., Al-Yafi, W. A., & Jehn, K. (2017). Personality traits and

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