W4D1 Wald

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Discussion 1: What's Your Approach to Conflict?

As you look at the Conerly and Tripathy (2004) instrument, be aware that instrument evolved from the work of Thomas-Kilman. The article by Thomas, Thomas, and Schaubhut (2008) uses the categorizations from the original instrument by Thomas-Kilman. This may be a little confusing since most of the categories are different. The styles that match are smoothing–accommodating; withdrawing–avoiding; forcing–competing; and confronting–collaboration. Compromising is the same in both models.

Imagine you have gotten into a debate with a coworker. You can tell by the rising tone of voice that the discussion has gone beyond a mere disagreement of opinion and is heading toward something stronger. Depending upon your personality, your reaction to this and the consequences that will arise are unique to you. Perhaps you will immediately back off and attempt an apologetic appeal before the situation worsens, or maybe you are of the opposite ilk and are prepared to fight it out to the last man. Even between these extremes, there are myriad possible reactions, each with their own benefits and problems.

For this Discussion, complete the conflict styles assessment in the Conerly and Tripathi article in this week's Resources. As you complete the conflict t styles assessment, please be sure to respond to each question as you really are, not as your ideal self would be. Who you are is not dependent upon context so much as it is dependent on habits developed over a lifetime.

To prepare for this Discussion, pay particular attention to the following Learning Resources:

Review this week’s Learning Resources, especially:

· Conerly, K., & Tripathi, A. (2004). What is your conflict style? Understanding and dealing with your conflict style. Journal for Quality & Participation, 27(2), 16–20.

· Thomas, K. W., Thomas, G. F., & Schaubhut, N. (2008). Conflict styles of men and women at six organization levels. International Journal of Conflict Management, 19(2), 148–166. doi:10.1108/10444060810856085

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication (5th ed.). Upper Saddle River, NJ: Pearson Education.

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Assignment:

Post a cohesive response based on your analysis of the Learning Resources and your professional experience. Be sure to discuss the following:

· Briefly describe your results, including whether you experience your involvement in conflict as courageous.? Why or why not? Would you like to be?

· The extent to which you think your results are accurate and to what extent did the results surprise you?

· What is the value of understanding your conflict style as well as understanding other’s conflict style? When is there value in each conflict style?

· The extent a leader's or manager’s conflict style be part of the problem, for each of the conflict styles a leader could exhibit, what could be a possible reciprocal effect or response by followers?

· Based on what you have learned, analyze your approach to conflict and the implications that has on your success as a manager or leader. Keep in mind that managers and leaders spend several hours a week dealing with conflict, per the CPP report, how will you use what you have learned?

· 3 -4 paragraphs

· No plagiarism

· APA citing