Week 5 project leadership

Overview.

Conflict is a term uses to describe a serious argument and disagreements about something that crucially important. Also, conflict can arise due to serious differences between groups or individuals who hold different ideas, thoughts, beliefs, or interests (SHONK, 2020). If two ideas, interest, and even beliefs are in disagreement, they are expressed as different entities, which means one group does what the other group doesn’t want and vice-versa. Meanings of conflicts can take hold of three types of conflicts, which include; goal conflict, where the most preferred outcomes appeared incompatible to some individuals, the other kind of conflict is affective conflict in which individuals become so emotional and angry about each other. Lastly, cognitive conflict in which preferred ideas and thoughts become inconsistent (SHONK, 2020). Many factors may trigger conflict among individuals, organizations, or even at a personal level. Some of the actors include lack of understanding, lacking or poor planning, poor staff selection in case of an organization, frustrations, and burnout, among many other cases.

It is good to understand that there are various levels of conflict the exist among human beings. These levels include; Interpersonal that is (between individuals), intra-personal (within an individual) intergroup (between groups), intra-group (within groups), and intra-organizational (within an organization).

Levels of conflicts.

1. Interpersonal conflicts.

In this scenario, two individuals are in severe disagreement. For example, two managers competing for the promotion to the same position or two executives yearn for a larger corporate money share.

Reasons for interpersonal conflicts.

Personality differences where some individuals find it hard to get or move along with each other. Mostly the conflict is purely linked to psychological problems and jobs or roles. Besides that, a Clash of values and interests may arise between some individuals. One person may choose simplicity designing a program within an organization while the core-worker holds for sophisticated design under the same situation (Ward, 2017). Moreover, in the presence of power and status differences, for example, if authority and status have been inconsistent in organizations, there will be a likelihood of sparking conflicts due to one individual undermining the other. Lastly, individual perceptions due to backgrounds and educations differences may make people have differences in the way they face reality.

2. Intra-personal conflict.

This kind of conflict occurs within an individual, and the reasons for such conflict may involve goal conflict or even cognitive conflict. Goal conflict exists when an individual's behavior results in seemingly exclusive outcomes or may have some compatible elements (both positive and negative consequences)—other forms of conflict under intra-conflict include; approach-conflict. An individual has to make choices between two situations that have positive and beneficial outcomes e.g., choosing between two well-paying jobs. Another form of conflict is avoidance conflict, where an individual has to choose between two or more alternatives whose effects are adverse. E.g., an employee threatened to spend more time in work or face demotion punishment (Ward, 2017). The final form of conflict under this is approach-avoidance conflict is a situation where an individual has to choose beaten alternatives whose outcomes have both positive and negative consequences. For example, selecting a good job offer with good pay but in a lousy location.

3. Inter-group conflict

Due to situations and dynamics of life, people usually end up in clusters of groups within a given environment. If it happens, the existing groups develop differences in their interests; then, there are chances of conflicts.

4. Intra-group conflict.

These are conflicts among members within the same group who develop various perceptions and differences that trigger chaos or disagreement. There may also exist both substantive conflict and affective conflict in this level of conflict (Ward, 2017). In substantive can [conflict, the group may disagree on a particular task or duty based on the content issues or intellectual disagreements among the groups' members. On the other hand, effective conflict may be due to the group's interpersonal relationship, which may be triggered by emotional responses when getting in interpersonal clashes.

5. Intra-organization conflicts.

In this scenario, disagreement arises within an organization and particularly encompasses members of that p organization. It can exist in the form of roles conflict, vertical conflict, line-staff conflict, or horizontal conflicts. For example, in vertical strife, for example, superior-subordinate conflict in which the superior tends to impose to much control over the subordinate. Also, there is a horizontal conflict in which there arises disagreements between the employees or departments (Reedsyblog, 2019). The third one is line staff -a conflict that may be due to staff managers conflicting within the line -managers. Perhaps there also exist role conflict. In any organization, individuals have been assigned roles and responsibilities whose characteristics often do not lead to conflicts.

Conflict management.

Conflict management is a process that aims at resolving and existing issues in an attempt to minimize negative results and prioritizing positive outcomes (Reedsyblog, 2019). It involves using different styles of theories, tactics, situations, negotiations, and creative thinking as management skills to resolve and reach agreeable standards for both parties.

Common Conflict Handling Styles.

Not all styles apply to all existing conflicts; therefore, a manager skilled in conflict resolution should have a broader view of the issues in context and apply a suitable technique in resolving the problems. There are five central conflict resolution or management styles, which include.

1. Accommodating.

It merely means putting into considerations of the other party’s interests and needs. In this kind of conflict resolution, you allow the other party to win their way (Novak, 2019). It is the best style that can be used when one feels the matter in question is not worth their time. Therefore, they think it is wise to give in as this will allow them to move on with critical issues.

2. Avoiding.

This style is useful when handling conflict that requires a cool-down period for sufficient conflict resolution. It aims at resolving the problem by ignoring it, evading it in some ways, or even removing the conflicted parties.

3. Compromising.

The style targets to find the middle ground by asking both parties to concede some of the underlying issues of their desires so that an agreement can be reached (Novak, 2019). This means that the involved parties must lose or give up a few things so that they can agree on the larger part of the issues. It should be used sparingly to avoid the rise of resentments.

4. Competing.

The style rejects aspects of giving in or compromising. Every party stands firm on the view and holds on what they think is correct for them. In handling the situation.it can help resolve conflict quickly, but the chances are that morale and productivity must be lessened.

5. Collaboration

It produces the best and long-term results, but then it is the most time-consuming and challenging style of all the others (Novak, 2019). Each parties needs and interest are considered, and a win-win solution is drawn so that every party leaves satisfied with the end results

Theories that can be used as agents of change.

Conflict theory.

This theory looks into society as parties competing for limited resources. As the dynamics of life take a different course, people also end up changing their way of interactions a demand for resources, and as a result, competition sets in, which may trigger confit. Human behavior study can help resolve the conflict by using conflict theory (Amaresan, 2020).

Leader as an agent of change.

Leaders should charge of inducing change over individuals through stages that can be accepted by their followers. Educators and instructors are the most useful behavior change source toward positive results (Amaresan, 2020). Leaders should have self-confidence and abilities to handle conflicts and work with others to sustain peace.

Change theory.

This theory facilitates change by vividly illustrating how and why the desired change is necessary and why it should be reached at or happen in a particular context. This theory is used to provide methodologies for planning, participating, and evaluating organizations' situations to promote social change and long-term goals for a better life.

My ability to handle cases and existing conflict has helped create an agreement to sustain the harmony and accommodative environments within working places (Amaresan, 2020). I enhance effective leadership by handling conflict in Amman ere that every party involved is considered with the highest neutrality levels to ensure that every individual is comfortable with final resolutions reached.

References

Amaresan, S. (2020, August 31). 5 Conflict Management Styles for Every Personality Type. Retrieved from https://blog.hubspot.com/service/conflict-management-styles

Novak, M. C. (2019, May 14). 5 Most Effective Conflict Management Styles (+When To Use Each One). Retrieved from https://learn.g2.com/conflict-management-styles

Reedsyblog. (2019, October 15). Types of Conflict 101: Definition and Must-Know Tips (With Examples!). Retrieved from https://blog.reedsy.com/types-of-conflict-in-fiction/

SHONK, K. (2020, April 13). What is Conflict Resolution, and How Does It Work? - PON - Program on Negotiation at Harvard Law School. Retrieved from https://www.pon.harvard.edu/daily/conflict-resolution/what-is-conflict-resolution-and-how-does-it-work/

Ward, J. D. (2017). Leadership and Change in Public Sector Organizations: Beyond Reform. Oxfordshire, England: Taylor & Francis.