Define constructive conflict

Applying the Stages of Constructive Conflict Management

In Chapter 1 of the text, Managing Conflict Through Communication, the five stages in a constructive conflict process are explained. Write a paper in which you identify a conflict that you or someone you know has had and has already been resolved. Identify and describe the five stages of a constructive conflict process. Then, apply each of the five stages of a constructive conflict process to your example. Your paper should clearly identify each stage and provide details or examples for each stage. You can review Examples 1 and 2 on pages 15-16 of the text for ideas on how to organize this assignment.

The paper must be one to two pages in length (excluding title and reference pages) and formatted according to APA style. You must use at least two scholarly resources to support your claims and sub claims. Cite your resources in text and on the reference page.1.2 The Nature of Conflict One challenge we often encounter is that people are not aware of all the conflicts they are having with other people. The stereotype of conflict is screaming, yelling, throwing dishes, and/or swearing, if not actually punching or pushing each other. However, we are in conflict when not speaking to each other, too. To grasp the full extent of our conflict activity, we need to explore the meaning of the term and people’s perception of it. The English language uses many different terms as synonyms for interpersonal conflict or our experience of it: confrontation, verbal argument, disagreement, differences of opinion, avoidance of confrontation, avoiding others, changing the topic, problem‐solving discussion, interpersonal violence, physical abuse, sexual abuse, verbal abuse, silent treatment, stonewalling, glaring at one another, making obscene gestures, expressions of anger, hostile reactions, ignoring the other, unhappy relationships, simply giving in, accommodating, going along reluctantly, not making waves, competition, negotiation, bargaining, mediation, disputing, quarreling, threatening, and insulting. Even though this is a long list, you can probably add to it. Because there are so many events people refer to as conflict, we think it is important that we have a common reference point in the form of a definition for interpersonal conflict as we begin this text. Defining Interpersonal Conflict We define interpersonal conflict as a problematic situation with the following four unique characteristics: 1 the conflicting parties are interdependent, 2 they have the perception that they seek incompatible goals or outcomes or they favor incompatible means to the same ends, 3 the perceived incompatibility has the potential to adversely affect the relationship if not addressed, and 4 there is a sense of urgency about the need to resolve the difference. If you are like a lot of us, when you first read a definition of a key term, you don’t realize all that the definition entails. So, let’s consider what is interesting, unique, and useful about the way we define interpersonal conflict. First, our definition focuses on the idea of those problematic situations that arise because partners perceive that they seek different outcomes or they favor different means to the same ends. We view conflict as two or more competing responses to a single event, differences between and among individuals, mutual hostility between individuals or groups, or a problem needing resolution. Instead of narrowly defining interpersonal conflict as an expressed struggle or a verbal exchange,1we recognize that some conflicts are not overt, apparent, or open. Just as one can claim that “we cannot not communicate,” a conflict may exist even when people are not arguing or even talking to each other.