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Navigating Conflict: Embracing Growth through Resolution

Priyanjali Das

Trinity Western University

LDRS 502E- Team Leadership and Conflict Resolution

Dr. Mike Richardson

December 5, 2023
Hocker and Wilmot (2001) define conflict as a vocalized struggle between interconnected

parties stemming from perceived incompatible objectives or insufficient resources. This definition

comprises several key components.

Initially, conflict necessitates the expression of disagreements. It doesn't manifest merely

from opposing opinions or animosity between individuals unless these differences are

communicated. Secondly, conflict emerges when parties are reliant on each other's contributions to

accomplish a shared task. If they can achieve their goals independently, conflicts arising from their

interdependence tend to diminish. Ultimately, conflict is marked by disputes concerning desired

outcomes or the methods to achieve them. It revolves around differences in objectives or

approaches.

Kelly (2006) identified the five categories of conflict, including "Conflicts of misperceived

differences," which I have personally experienced. People misunderstand one another's behaviours

or feelings, which leads to these confrontations. Robert Doolittle (1976) noted that parties who

understand each other well yet differ sharply on essential points may find themselves embroiled in

violent conflict. Clearer communication often turns initial differences into areas of agreement.

Similarly, misunderstanding others' intentions can lead to confusion. However, it's crucial to

acknowledge that conflicts don't solely arise from miscommunications.

Engaging with the course material on conflict resolution offered a transformative lens

through which to view conflicts. The coursework illuminated the significance of active listening,

empathy, and effective communication in defusing and resolving conflicts. Concepts such as

reflective listening and validating emotions emerged as indispensable tools for de-escalating

tensions.

Delving into the dynamics of conflict styles and their implications proved to be

enlightening. Understanding that collaboration and compromise yield more sustainable

resolutions than competitive or avoidant approaches.


Envisioning the future, I aim to implement Northouse's model by integrating its principles

into my conflict resolution practices. Active listening will form the cornerstone, fostering an

environment where every individual’s perspective feels heard and valued. Empathy will be pivotal,

enabling me to acknowledge diverse viewpoints without prejudice.

Moreover, I intend to cultivate assertive yet respectful communication, enabling me to

express my thoughts confidently while remaining open to dialogue and collaboration. Embracing the

art of compromise will guide my approach, seeking win-win solutions that acknowledge the needs

and concerns of all involved parties.

All research on conflict management underscores the pivotal role of creating a safe

environment as a fundamental element for successful conflict resolution. In such an environment,

participants expect to be respected and treated fairly. Communication trust is equally vital, where

everyone feels assured, that information will be shared honestly, and there's confidence in others'

abilities to fulfil commitments. Maintaining a respectful tone and voice volume is essential to

preserve this environment. Expressing empathy, such as acknowledging difficulties, sets a supportive

tone and encourages open sharing of information. It's crucial to refrain from judgmental or

accusatory statements. Developing effective listening skills is key in conflict management. Observable

behaviours often fall into aggressive (e.g., yelling, abusive language, intimidation) and passive-

aggressive categories (e.g., intentional miscommunication, impatience with questions, inappropriate

jokes, implied threats).


References

Overton, A. R., & Lowry, A. C. (2013, December). Conflict management: Difficult conversations with

difficult people. Clinics in colon and rectal surgery.

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3835442/

Piercy, C. W. (n.d.). Conflict and Negotiation. Pressbooks.

https://opentext.ku.edu/teams/chapter/conflict-and-negotiation/

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