Conflict

When most people hear the word “conflict” they automatically think something negative. Negative attitude toward conflict hinders us from learning how to better manage our conflicts. (Cahn & Abigail, 2014).  Rarely people would consider conflict positive. The positive view of conflict sees conflict as an opportunity. (Cahn & Abigail, 2014). Examples of some positive view of conflict is it is an opportunity to discuss issues that otherwise would not be addressed. Another positive opportunity that comes from conflict is civility. It requires that we be honest about our differences and do our best to manage them rather than suppressing them or ignoring them. (Cahn & Abigail, 2014). People should start thinking about conflict in a positive manner. They should look it as an opportunity to be able to get their voice heard. If they are meeting with a manager it may be a chance for them to address some issues that may be affecting everyone as well.

I believe that many people look at conflict as a negative thing is because what leads up to conflict is negative. The causes of conflict are all negative as well. Because they feel this way, they also believe that trying to solve the conflict will also be a negative process. Most seem to reject the idea that interpersonal conflicts, they not realize their attitudes, beliefs, and emotional reactions may have to undergo change as well. (Cahn & Abigail, 2014).  We go in with negative attitudes which also lead to being close minded.

With good conflict management, the involved parties would be able to walk away satisfied and learned effective communication skills. Some skills for great conflict management are listening and analyze the situation. You must be able to analyze the situation and know what is going on before meeting with the conflicting parties. Understand the view of each party. Being a good listener will help you understand where each person is coming from and it shows that you acknowledge them. Knowing that you are being acknowledged during a conflict is very important. The other person feels that you really are there to help.

References 

Cahn, D. D., & Abigail, R. A. (2014). Managing Conflict Through Communication (5th ed.). Boston, MA: Pearson.