Running head: CONFLICT BRIEF 1
Conflict Brief One How Do You Approach Conflict
Charles Byrd
Liberty University
CONFLICT BRIEF 1 2
Abstract
The design of this business brief is to provide the leadership of my current conflict
management style. According to the “Conflict Styles Assessment” that you ask me to complete
the results are in the current order Compromiser 91%, Competer 67%, Problem Solver 64%,
Avoider 24%, and Accommodator 14%. Some of the issues that I face while confronting conflict
are the tendencies to compete while problem solving. The competitive part will take over and
quickly try and problem solve. In order to be a more complete conflict-resolving manager, the
issue of meeting someone halfway and accommodating the subordinance point of view. In
addition, the competing personality will, at times, conflict with upper level management. At the
end of the day, the conflict will be resolved through the compromiser 91% part of the personality
test. This personality test concludes that the biggest influence that I have for conflict is to
compromise.
CONFLICT BRIEF 1 3
Conflict Brief One How Do You Approach Conflict
Many often unintentionally create the situation; however, there will be conflict that will
need to be resolved. Conflict happens in the workplace more often than those in charge believe.
It would be unnecessary to bring every conflict to the attention of management. For this reason,
it is very import to me to resolve the conflict before it festers and creates an even larger problem.
If the conflict is not resolved, the situation may lead to become more physical (Wilmot & Hocker
2011), “Boys use more physical aggression.” Some people tend to shy away from conflict but
according to the survey I will try and compromise.
According to the survey that the management ask me to preform it is evident that the first
thing sought out is compromise. The competer part of the survey is the next part that the
percentages were high. This can both be bad and good. The largest tendency is to be direct
straight to the point. When in charge the leader needs to take charge and make decision
immediately. Like most men, the problem solver often comes out. The problem solver part of
the survey is the next highest percentage. This comes out when the need to make lifelong
decision arise. The avoider and the accommodator is the least percentages of the survey. This is
because the conflict needs addressing right away and compromises made. There were no big
surprises from the survey.
The experiences of living through war with life and death circumstances everyday
changes a person’s conflict management approach. Some of the simple difficulties are
(Hautzinger & Scandlyn 2017), “We don’t know how to make small talk or dress for a job
interviews.” After living through these situations the filters are put up on the since of urgency
and it is different from most who have not experienced that. As the conflict is often not life
threatening so, I put little value to it. I am a competer and as the survey states, (2017), “feelings
of others can be hurt or overlooked with their decision-making style.” Additionally, the anger of
the war comes out at times. This is the biggest struggles from those experiences.
While these experiences can bring out the negatives, they can also bring out the positives.
The author Authors Mobbs. Bonanno state these strengths well (Mobbs. Bonanno 2018),
“soldier's psychological strengths and deficits, such as their ability to regulate emotional.” They
keep me cool, calm, and collective. Nothing rattles me! In addition, these experiences make you
work with what you got handy. Often, the need to think outside the box is the biggest gift I have
to give to situations of conflict. The ability to make decisions quickly within the heat of the
moment is another quality that can confront the conflict immediately. The bible states in
Proverbs 1:33 KJV, “But whoso hearkeneth unto me shall dwell safely, and shall be quiet from
fear of evil.” I plan to address conflict management at the lowest level
The approach is the biggest change needed from me to improve the effeteness of conflict
management. The tendency for me to be blunt and honest will needs changing. This will lead to
less conflict. The strategy that will work best to improve conflict management is to slow down
and make choices through the lenses of the individual who is be spoken too. The strategy of the
approach will needs to be the same. Slowing down and approaching, those with feelings will
help. As always the bible is the first guidance, that I seek and it states in Proverbs 1:33 KJV,
CONFLICT BRIEF 1 4
“But whoso hearkeneth unto me shall dwell safely, and shall be quiet from fear of evil.” The
Lord is the solver of conflict.
References:
Conflict Styles Assessment. (2017, April 17). Retrieved November 8, 2019, from
https://www.usip.org/public-education/students/conflict-styles-assessment
Hautzinger, S. J., & Scandlyn, J. (2017). Beyond post-traumatic stress: Homefront struggles with
the wars on terror (1st ed.). Walnut Creek, CA: Left Coast Press. doi:10.4324/9781315096414
Mobbs, M. C., & Bonanno, G. A. (2018). Beyond war and PTSD: The crucial role of transition
stress in the lives of military veterans. Clinical Psychology Review, 59, 137–144. doi:
10.1016/j.cpr.2017.11.007
The Holy Bible KJV
Wilmot, W. W., & Hocker, J. L. (2011). Interpersonal conflict. New York: McGraw-Hill
Powered by TCPDF (www.tcpdf.org)
