Conflicts Are Important Worksheet HCA/230 Version 4

Associate Level Material

Conflicts Are Important Worksheet
In this assignment, you must write 300 to 450 words on conflict and conflict management. Record your answers in this worksheet. Part 1: The Five Conflict Types Describe each of the five conflict types using paragraph form. 1. Pseudo conflicts:

Pseudo conflicts are not considered as real conflicts, but they are seen as conflicts. Pseudo conflicts can result from two causes: faulty assumptions and false dilemmas (Cheesebro, OConnor, & Rios, 2010. p.160). This conflict occurs when two people are having an argument about the same thing only because there is a misunderstanding and misperception of what the other person is saying. They do not realize they are arguing about the same thing, because of their own misconceptions. This conflict can be easily fixed if people could just understand each other better.

2. Fact conflicts:

Fact conflicts are at hand when individuals disagree about information that could easily be verified (Cheesebro, OConnor, & Rios, 2010, p. 160). This is caused by being misinformed, because there is not enough information to be able to make good decisions or determine what information is relevant. This conflict is also caused from disagreements on information that is collected and how it is communicated.

Conflicts Are Important Worksheet HCA/230 Version 4 3. Ego conflicts:

Ego conflicts occur when a dispute centers on sttus or power (Cheesebro, OConnor, & Rios, 2010, p. 161). This conflict happens when one person picks on other people, because he or she thinks they are better than others. To avoid this form of conflict, or fix easily, do not believe you are better than anyone. There is no one who is better than anyone else, because everyone is equals whether that person believes it or not. Since there are some who does feel they are better than others, ego conflicts will start happening.

4. Value conflicts:

Value conflicts focus on personal beliefs that you hold near and dear (Cheesebro, OConnor, & Rios, 2010, p. 161). Value conflicts occur when two people or groups has different views towards something. One example would be if different groups or people have their own opinion on what is good or bad. If a group or person feels it is better to be strict on what is considered good or bad, and the others do not feel the same (meaning they are less strict), then they will clash with each other.

5. Need conflicts:

Need conflicts usually occur when the needs of one individual are at odds with the needs of another (Cheesebro, OConnor, & Rios, 2010. p. 161). This conflict begins when someone has a need for something, but another also has the need for that very same thing. A example could be about two people needing to use the family car. Say I

Conflicts Are Important Worksheet HCA/230 Version 4

need the car to go to a appointment, but my sister also needs the car at the same time to go to a job interview. Both would have a need conflict, but can be resolved, by going in the car together and one dropping one off then when they are finished just pick the other back up. This gets both persons needs met at the same time.

Part 2: The Five Conflict Management Styles Describe each of the five conflict management styles and explain the strengths and weaknesses of each. Use paragraph form. 1. Avoiders:

The avoider style of managing is not actually thought as a management style at all by many but it reality it is. It arises when someone runs from a conflict or ignores it. Someone may use the avoider style out of outright fear or sometimes many other concerns that can come from an unresolved conflict. With the avoider style it doesn't solve anything and very often makes things worse the people do not understand why the avoider refuses to face the conflict at hand and the avoider cannot understand the problem or the other sides views.

2. Accommodators:

The Accommodator is much the same as the avoiders only slightly different in the way that he just agrees to everything, avoids solving the actual problem to placate the other side. If forced to face the problem an accommodator will back off and just follow in the footsteps dictated by the other side, they will be in total denial of any personal needs in favor of meeting the other sides personal desires. The unfortunate downfall of this

Conflicts Are Important Worksheet HCA/230 Version 4

solution is that problems continue or grow worse or new problems may arise from it. Imagine a mother who gives her daughter whatever she wants whenever she wants simply to keep conflicts from arising. Yes it stops her daughter from whining and complaining.

3. Forcers:

The very opposite of an accommodator would be a forcers also known as the competitor. With the forcer they drive to win the argument/battle at all costs even if it means ending a relationship. The competition style can be healthy when it is focused solely on the issue at hand and not on the people around the issue. Such as when someone starts in on each other it can be friendly banter until someone's mother is brought into it. Fights between two people often happen during the forcers style but never is it healthy.

4. Compromisers:

With the compromiser style it is used to try and meet some of the demands of both sides. Unfortunately, with this style everyone wins a little but also they lose a little. Like with two teenagers fighting over the remote to a TV the mother comes in and takes away the remote all together. It resolves the situation but no one is happy with it. It leaves the solution gone but no one happy. People who use compromise are actually making a lazy halfhearted attempt at collaboration.

Conflicts Are Important Worksheet HCA/230 Version 4 5. Collaborators:

With the collaborating style it gets all parties in the conflict together to come up with a peaceful solution that leaves each party happy. In this type everyone is heard, everyone is happy, and above all relationships are preserved, whether they are relationships between a man and a woman or a relationship between friends or business people. The collaborative style takes a while to plan and execute. While the problem may become worse as time goes on it always leaves everyone happy.

Part 3: Collaborative Communication List two methods of collaborative communication and describe how using them can help you avoid conflicts.

Two methods of collaboration communication are Boards and Huddles. With Boards, it is good to have, something for the all to see besides handouts when you have the group all together. That is where white boards or chalkboards come in handy. That way you can right now main ideas and topics for all to see. This will help stop conflicts because everyone is seeing the same thing so they cannot say that their not or say that some are getting more details then they are. The second method is called huddles. Huddles means when you get your group together to brainstorm or think about something make it small little focused groups. Having it in small focused groups will cut down on misunderstandings and confusion, which will then help you prosper, and fewer arguments may break out.

Conflicts Are Important Worksheet HCA/230 Version 4

Reference Cheesebro, T., OConnor, L., & Rios, F. (2010). Communicating in the workplace. Upper Saddle River, NJ: Prentice Hall.