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Conflict is a disagreement between two persons / parties who disrupt the lives of people involved in the conflict with a view to achieving one goal. Conflict may be a dispute, a tension , or the emergence of other difficulties between the two parties. Communication as a medium of interaction among people in conflict can easily become the basis of conflict.
conflicts can occur due to differences in meaning caused by differences in experience .
The difference in experience can be seen from the different cultural backgrounds that shape different personalities . In any organization / company, disagreements are often deliberate or made as one of the leaders’ strategies to make changes. The change can be done by creating a conflict . Will believe conflict also could hurt in natural care is an objective condition which may consider . As with all areas of communication, we can improve if we have the background knowledge to identify relevant communication phenomena and the motivation to reflect on and enhance our communication skills. Interpersonal conflict occurs when a person or group of people frustrates or interferes with another person’s efforts at achieving a goal. According to some researchers, conflict can consist of three different components.The behavioral component of conflict involves someone interfering with the objectives of another person. For example, a co-worker and you may be competing in a sales contest, and he constantly bugs you during your sales calls to trip up your sales pitch. He also throws away message slips from your potential customers that the receptionist leaves when you’re away from your desk.The cognitive component involves a disagreement between the parties that illustrates the differences between the interests and objectives of the conflicting parties. For example, as the vice president of research and development, you may have a disagreement with the vice president of production over the allocation of company resources because you each have different goals and objectives that relate to your particular division.The affective component relates to the negative emotional states of the conflicting parties. For example, conflict with a co-worker may make you feel anger, stressed, and frustrated.

Firstly , you have to know about yourself . It is important for you to determination about yourself and how you are likely to affect the group dynamic. Ask yourself , Do you talk much and do you listen to the other person , are you being impatient having to listen to another person ? are you empathetic to others or do you care mostly about getting the task done ? When others person start to give a talk , are you really listening to what they say, or are you already start to think about what are you going to talk after that . Are you easily become an anger ? Are you being a defensive person or just accepting what other person talk about your behaviour ? What makes you easily get annoyed ? What makes you feel really good ? You will find your strenghts after you define yourself and you will know what you need to improve . Perceive yourself in the community because that will be a good start for you .
After getting to know about yourself , you will have to know about the other person in the group . This process will slowly make you getting to know each other because the more changes happen in the group , the bigger it gets its will takes a longer time .It is not easy to trust someone that we don’t even know but we have to trust them because the community needed this . Some of the group doesn’t even think that relationship is important , they be more concern about the bussines than this . To make this thing goes easily , the group should make a social activities together as a part of business , such as a social gatherings which is all of the member in the group go out together for a weekend retreat and start talking about their life , where they grew up , what they want to achive, what is important things in their life and people that their admire . This will make the group member know each other well .
.Other than that , is the task oriented person and process oriented person . You have to recognize what is your personality style and a easy step for you to keep you being an understanding in how to work with a group . If you are a task oriented person , your skills can help the group to get organized and help them summarize the information with the fact and make them be more focus towards concrete proposals . But if you a process oriented person , you have to be understandings about the proposals so that it can get accepted with a high degree of spirit . You too have to offer the skills to build the relationship between the group members and offering them a personal support to keep the group high by keeping the morale . This two , task and process styles will have you to be more patient and start to recognize what is the value of this styles that are different from yours. Sometimes in group , there may be a time that you will have to make a lot of decisions ,a hard decisions and you have to make it fast . When you have to work with lots of details , information and suddenly get some minor side issue in the group this will make the group working together to be more focuses on process work . The group will start building up the communication by hearing to the emotional side issues and start working through the issue by talking to each other . After all of the experienced and successful , the group start to works their activities together and complement the other . The next one is , sharing feelings . For this to work some ground rules are needed which is in a circle only one person can speak at a time and then there will be no defensive reactions are allowed . This feeling circle helps the member to simply talk about whatever is on their mind .

The types of personal characters involve in interpersonal conflict is the avoider they refuses to fi ght. When a conflict arises, he will leave and pretend to be busy at work or keep from facing the problem in some other way. This behaviour makes it very diffi cult for the partner to express his feelings of anger, and he gets hurt because an avoider does not fi ght back. Second character is , The Pseudo-accommodator . The pseudo accommodator not only refuses to face up to a confl ict, he pretends that there is nothing wrong at all. His attitude really drives the partner, who definitely feels there is a problem, to feel both guilt and resentment towards the accommodator.Thirdly is , the Subject Changer The subject changer is the type of person who is an avoider. The subject changer escapes facing up to aggression by shifting a conversation whenever it approaches an area of conflict. Due to his tactics, the subject changer and his partner never have the chance to explore their problem and do something about it. Next character is , the Criticiser . Rather than come out and express his feelings about the object of his dissatisfaction, the criticiser attacks other issues instead. Thus, he does not share what is really on his mind and can avoid dealing with painful parts of his relationships. Other than that is , The Mind Reader . Instead of allowing a person to honestly express their feelings, the mind reader goes into character analysis, explaining what the other person really means or what is really on his mind and can avoid dealing with painful parts in his relationship with others.

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