Unit 5 Assignment 1: Intercultural Conflict Analysis What I believe the sources of conflict are poor communication, differing values, differing interests, scarce resources, personality clashes, and poor performance. These can ultimately lead to a lot of things depending on the setting. In a work environment, it can lead to someone losing their job. Between individuals, it can lead to a fight or loss of a relationship. If nations are involved, it can lead to imminent war.
Although a fifth Kiwanee dumper was updated last year with the hope of resolving the problem, it was unable to fix them and the overtime costs of the process are still very high. 2. There is a long waiting time for trucks and drivers in queuing to unload process fruit into the receiving plant. Seriously, when the holding bins were full, the waiting time could be up to several hours. This has upset the growers since the wages of a truck and drives are up to $100 per hour.
The internal factors contributing to an individual’s resistance to change is that they may feel out of their comfort zone, not seeing a need for change, fear change, and fear of failure. (Kiander, 2012) An individual may feel out of their comfort zone when it comes to change. They may be accustomed to certain things and change may be hard for them. I myself know it’s hard to change when you don’t see the need for change, you can’t or don’t want to understand the change and that is what makes it hard to adjust. Some fear change because they may feel uncomfortable and/or fear failure.
SNAP national participation in June 2012 rose to 46,670,373 people, an increase of 173,162 people from May 2012. The problem with this is that while there are some honest people out in the country, the majority of people I see abuse and fraud the system claiming that they need help as much as the next person. Food stamps aren’t around so people can have a field day at the grocery store any time they want. They are around for people who are having a hard time feeding their family! It is not those who like to cheat and take the easy way out of things.
When we digress and lose focus nothing is being accomplished. Arguments between couples should be approached more as a discussion of opposing views. Frequently arguments between couples occur in the heat of the moment. Emotions run high and increased anger causes each party to respond in a less than rational way. Often times instead of hearing what is being said individuals are looking for ways to
Although at times these labels may be accurate, many of us determine early in an interaction or presentation that we don’t understand the subject, don’t like the person, or find lit-tle of interest or importance in the message. We then tune out the speaker and spend our time thinking about other matters. By not listening to the message, we have no way to assess accurately the value of what we might have heard. Barrier Two: Emotionally Resisting Messages. Often we react quickly to emotionally charged words or subjects.
They also struggled with understanding the difference between their ‘best alternative’ and the lens assigned ‘best alternative’. Ethical lenses adopted by individuals tend to influence decision making by affecting how problems and conflicts are approached. Your ethical lens of preference makes you ‘blind’ to the other approaches and makes it difficult to see the benefits of the other lenses and weaknesses of your own lens. This adds tension to groups because what seems like the best solution to a problem to a single team member might be completely inappropriate to another. The team found that these different approaches can create more issues within a team or group if you don’t understand that everyone has their own ‘right approach.’ To a rights and responsibilities lens approaching an issue head on and dealing with the conflict directly might not be fun, but it is necessary in order to move past the problem in the most efficient way possible.
First, he explains that we will experience emotional pain when we recognize that the work we would love to do might just be unavailable enough to make us doubt that we can proceed. Maisel states, “This is an emotional suffering that researchers haven’t examined: the pain of wanting to do certain intellectual work but not being capable of it.” He then goes on to discuss ways to help your brain to be its best. This can range from silencing the self-talk that can rob you of your confidence, to making fewer excuses about why you don’t have the time, patience, or ability to think. Secondly he points out that choosing the intellectual work that matches your native intelligence, or in other words, staying in your comfort zone. He tells us to find an area of work that isn’t too difficult which enables you to do work that makes use of all your strengths.
Discussion centers around defining the scope of the task, how to approach it, and similar concerns. To grow from this stage to the next, each member must relinquish the comfort of non-threatening topics and risk tile possibility of conflict. Stage 2: Storming The next stage, called Storming, is characterized by competition and conflict in the personal¬ relations dimension an organization in the task-functions dimension. As the group members attempt to organize for the task, conflict inevitably results in their personal relations. Individuals have to bend and mold their feelings, ideas, attitudes, and beliefs to suit the group organization.
How an individual deals with the conflict is what determines whether individuals will resolve the conflict or be torn apart. Poor communication skills, disagreements and misunderstandings can lead to the breakdown of constructive communication. A few things I must try to remember when my goal in a conflict is to resolve the conflict constructively, are: to stay focused on the issues at hand, listen carefully in order to grasp the full issues of the conflict, try to see the other individual’s point of view, be able to admit mistakes made by self, try compromising solutions, take a time-out when needed and most of all- ask for help when needed. These are a few things that I have learned in this communication and conflict class that I will remember to use to communicate constructively in a conflict. Wilmot and Hocker, 2007 states important practices that will enhance constructive conflict are: the dialogue process- one constructively confronts the other so that the answer to a conflict emerges between the conflicting parties; fractionation- conflicts can be broken down into smaller more manageable ones; reframing-look for constructive ways to describe or frame whatever is going on, with the goal of changing Communication and Conflict 2 perceptions and positions from negative and fixed to positive and flexible (Wilmot & Hocker, 2007).