MBA 736 Managing Conflict in Organizations

I want from Hocker, Berry, Wilmot (2022) Interpersonal Conflict. 11ed.

i will add a picture for the book in the end

Here is the question information

Personal Conflict Assessment Guide Assignment This assignment you will analyze a personal conflict using a short version of the conflict assessment guide from Hocker Chapter 7 pp 250-255. You do not have to answer all the question in the Hocker guide (which is quite long), but you should answer the specific questions indicated for each section outlined below. You want to present yvour personal conflict in such a way that it provides a clear picture for a third party (in this case, me) to understand the conflict from an objective point of view. What would an outside observer need to know to understand this conflict? This means that it should not be one-sided complaint about another person, but an honest and thorough analysis that could help you in resolving the conflict. You might need to get the insights of others familiar with the situation if you have a hard time with some of the sections. But outside perspective is not required. This is an analysis, which requires following the guides and models that we have covered in the text and in class. As you write your paper, include relevant ideas and concepts from the text and class. To make things easier, please organize vour paper with each section and identify the questions being answered. A couple of sentences for each question is adequate as long as you provide clear responses. Also, do not use bullet points in your answers, they should be written out. Please let me know if you have any questions| Here are the sections and required questions for the assignment: 1) 3) 4) Nature of the conflict: a) In a short paragraph, describe the conflictbe as objective as you can. b) What are the \"triggering events\" that brought this conflict into mutual awareness? c) What is the historical context of this conflict in terms of (1) the ongoing relationship between the parties and (2) other, external events within which this conflict is embedded? Orientation to the conflict: a) What attitudes toward conflict do participants seem to hold? b) Do they perceive conilict as positive, negative, or neutral? How can you tell? Interests and goals: a) What does each party think the other's goals are? Are they similar or dissimilar to the perceptions of self-goals? b) What are the topic, relational, identity, and process goals? c) Are the identity and relational issues the \"drivers\" of this dispute? Power: a) What do the parties see as their own and the other's dependencies on one another? As an external observer, can you classify some dependencies that they do not list? b) What impact does each party's assessment of power have on subsequent choices in the conflict? ) What evidence of destructive \"power balancing occurs? 6) 7) 8) 9) Styles: a) What individual styles did each party use? Use the five-style, dual-concern description of styles. b) From an external perspective, what were the advantages and disadvantages of each style within this particular conflict? Conflict and emotions: a) Choose several emotions that the parties have expressed in this conflict. What are the functions of these emotions? How are they mitigated or moderated? Use the circumplex model to describe the emotions. b) What emotions are seldom expressed? What is the result? Analyzing interactions and overall patterns: a) What system dynamics characterize this conflict? b) What rules of repetitive patterns characterize this conflict? Attempted solutions: a) What options have been explored for managing the conflict? b) Have attempted solutions become part of the problem? ) Can you identify categories of solutions that have not been tried? Forgiveness and reconciliation: a) In this conflict, are parties working toward forgiveness or reconciliation? Clearly state which in terms of the chapter's information on the difference between the two. b) In what way is yvour situation calling for intrapersonal or interpersonal forgiveness, or both? Page 249 The communication patterns created in a conflict often cycle back and imprison the players. For example, Beverly went through a divorce 2 months ago; now her son Randy is having difficulty at school. At least twice a week, Beverly and Randy struggle over his poor work in the fifth grade. He has been labeled a \"troublemaker\" at school and has been sent home from school three times in the last month. This is embarrassing for Beverly; she also gets very angry at Randy for his \"stupid behavior.\" The repetitive microevent that Beverly and Randy enact has the following features: 1. Beverly initiates each conflict by being distressed about Randy's school performance or disruptive behavior at school. 2. Randy responds by being sullen, pretending he is deaf and can't hear requests, and withdrawing. 3. The unemployed older brother is present in the house but serves as a bystander. 4. Randy and Beverly are both isolated partiesneither has anyone to come to his or her aid during the conflict. 5. Aside from the conflict, mother and son have few common interests. Beverly can't think of things that might be interesting for the two of them to do together. This recurring conflict both illustrates and crystallizes the family structure. The following are some ways you can discover and describe microevents: 1. Act as a qualitative researcher who uses observation and interviewing to identify patterns and their meaning/s. 2. Obtain a professional third party (e.g., consultant, mediator, or therapist) description of common conflicts. 3. Keep a journal of conflict episodes that seem repetitivethose that have a \"here we go again\" theme. 4. Ask newcomers to a system, such as new employees, new family members, or new committee members, to describe what they have experienced so far. Page 250 rage 250 & Comprehensive Guides You can systematically analyze vour conflicts by using these two comprehensive assessment guides. This will be helpful if your instructor asks you to write a comprehensive conflict analysis. You will also find the guides helpful if you work or volunteer as a third party intervention agent. Conflict Assessment Guide The Conflict Assessment Guide will help you map all of the central elements of vour conflict. As you'll notice, much of this guide relies on main concepts and practices we discussed in earlier chapters of the book. [. Nature of the Conflict A. What are the \"triggering events\" that brought this conflict into mutual awareness? B. What is the historical context of this conflict in terms of (1) the ongoing relationship between the parties and (2) other, external events within which this conflict is embedded? C. Do the parties have assumptions about conflict that are discernable by their choices of conflict metaphors, patterns of behavior, or clear expressions of their attitudes about conflict? D. Conflict elements: 1. How is the struggle expressed by each party? 2. What are the perceived incompatible goals? 3. What are the perceived scarce resources? 4. In what ways are the parties interdependent? How are they interfering with one another? How are they cooperating to keep the conflict in motion? E. Has the conflict vacillated between productive and destructive phases? If so, which elements were transformed during the productive cycles? Which elements might be transformed by creative solutions to the conflict? II. Orientation to the Conflict A. What attitudes toward conflict do participants seem to hold? B. Do they perceive conflict as positive, negative, or neutral? How can you tell? C. What metaphoric images do conflict participants use? What metaphors might you use to describe the conflict? D. What is the cultural background of the participants? What is the cultural context in which the conflict takes place? E. How might gender roles, limitations, and expectations be operating in this conflict? IIL. Interests and Goals . How do the parties clarify their goals? Do they phrase them in individualistic or systemic terms? . What does each party think the other's goals are? Are they similar or dissimilar to the perceptions of self-goals? . How have the goals been altered from the beginning of the conflict to the present? In what ways are the prospective, transactive, and retrospective goals similar or dissimilar? . What are the topic, relational, identity, and process goals? . How do the TRIP goals overlap with one another? . Which goals seem to be primary at different stages of the dispute? . Are the conflict parties \"specializing\" in one type or the other? H. Are the identity and relational issues the \"drivers\" of this dispute? 1. Are any of the goals emerging in different forms? J. How do the goals shift during the prospective, transactive, and retrospective phases? Ommoaw e Page 251 IV. Power A. What attitudes about their own and the other's power does each party have? Do they talk openly about power, or is it not discussed? B. What do the parties see as their own and the other's dependencies on one another? As an external observer, can you classify some dependencies that they do not list? C. What power currencies do the parties see themselves and the other possessing? D. From an external perspective, what power currencies of which the participants are not aware seem to be operating? E. In what ways do the parties disagree on the balance of power between them? Do they underestimate their own or the other's influence? F. What impact does each party's assessment of power have on subsequent choices in the conflict? G. What evidence of destructive \"power balancing\" occurs? H. In what ways do observers of the conflict agree and disagree with the parties' assessments of their power? 1. What are some unused sources of power that are present? V. Styles A. What individual styles did each party use? Use the five-style, dual-concern description of styles. B. How did the individual styles change during the course of the conflict? C. How did the parties perceive the other's style? D. In what way did a party's style reinforce the choices the other party made as the conflict progressed? E. Were the style choices primarily svmmetrical or complementary? F. From an external perspective, what were the advantages and disadvantages of each style within this particular conflict? G. Can the overall system be characterized as having a predominant style? What do the participants say about the relationship as a whole? H. Do the participants appear to strategize about their conflict choices or remain spontaneous? 1. How does each party view the other's strategizing? J. What are the tactical options used by both parties? K. Do the tactical options classify primarily into avoidance, dominating, or collaboration? L. How are the participants' tactics mutually impacting on the others' choices? VI. Conflict and Emotions Page 252 A. In your situation, what approaches to change have you utilized or are you contemplating? How effective are these approaches? B. Choose several emotions that the parties have expressed in this conflict. What are the functions of these emotions? How are they mitigated or moderated? Use the circumplex model to deseribe the emotions. C. What can you learn about emotions in this particular conflict? Do the feelings cluster around \"needs being met\" or \"needs not being met\"? D. What emotions are seldom expressed? What is the result? E. Discuss how parties might use positive emotions to help in this particular conflict. F. In this conflict, has anyone strayed out of the \"zone of effectiveness\"? How? What have you or might vou do about this? G. How is mindfulness being usedot used in this conflict? VIL Analyzing Interactions and Overall Patterns 'A. What system dynamics characterize this conflict? B. What rules of repetitive patterns characterize this conflict? C. What triangles, coalition, and microevents best characterize the conflict? D. How destructive is the tone of this conflict? VIIL. Attempted Solutions A. What options have been explored for managing the conflict? B. Have attempted solutions become part of the problem? C. Have third parties been brought into the conflict? If so, what roles did they play and what was the impact of their involvement? D. Is this conflict a repetitive one, with attempted solutions providing temporary change but with the overall pattern remaining unchanged? If so, what is that overall pattern? E. Can you identify categories of solutions that have not been tried? IX. Negotiation A. Are the parties able to negotiate with one another? Why or why not? B. What is done to equalize power? C. Do the parties use primarily dominating tactics, collaborative tactics, or some combination? D. Were the parties able to reach agreements that are durable? X. Forgiveness and Reconciliation A, In this conflict, are parties working toward forgiveness or reconciliation? Clearly state which in terms of the chapter's information on the difference between the two. B. In this conflict, what power imbalances should be addressed? How are parties doingot doing that? C. For you, is forgiveness a decision or a process? Use information in the chapter to discuss your position. D. In what way is your situation calling for intrapersonal or interpersonal forgiveness, or both? E. Discuss the problems of apology in this conflict. F. What lessons from other cultures might inform your study of vour own conflict? Page 253 You can use the Conflict Assessment Guide for your own conflicts and also use it when asking others about their conflicts. One other overall approach is the Difficult Conversations Guide. This second assessment guide brings forth the narratives (stories) that conflict parties tell themselves and others. It is especially useful for focusing on the emotional component. Difficult Conversations Guide Colleagues associated with the Harvard Negotiation Project (Stone, Patton, and Heen 1999) wrote an excellent book, Difficult Conversations, which explores what they call the three conversations. These \"conversations\" help clarify the structure of a conflict by focusing on the stories people tell themselves and others, the difference between intention and impact, and the way one's identity needs to be restored after an important conflict. The authors of the book make it very clear that you should ask vourself important questions before undertaking a difficult conversation with another person. You prepare for the conversation by assessing the following \"stories.\" If you decide to use this approach for an analysis paper, read Difficult Conversations as an additional resource to this text. 1. What Happened? What Is My Story? A. What were my intentions? B. What do I think the other's intentions were? C. What did I contribute to the problem? (Specifically describe your behavior as well as vour feelings and attributions.) II. What Happened? What Is the Other's Story? A. What was the impact on me? B. What impact did I have on the other? C. What did the other person contribute to the problem? III. The Feelings Conversation: My Story A, What feelings underlie my attributions and judgments (e.g., angry, frustrated, disappointed, hurt, guilty, embarrassed, ashamed, grateful, sad)? B. What do I need or want in order to feel differently in the future? IV. The Feelings Conversations: The Other's Story A. What feelings underlie the other's attributions and judgments about me? B. What information can I get or do I have about this question? C. What does the other person need to feel differently in the future? V. The Identity Conversation A. How has what happened affected my identity? B. How has what happened affected my sense of influence over the situation? C. What do I need to do to restore my sense of identity? D. How has what happened affected the other's identity? E. How has what happened affected the other's sense of influence over the situation? V. The Identity Conversation A. How has what happened affected my identity? B. How has what happened affected my sense of influence over the situation? C. What do I need to do to restore my sense of identity? D. How has what happened affected the other's identity? E. How has what happened affected the other's sense of influence over the situatiV. The Identity Conversation A. How has what happened affected my identity? B. How has what happened affected my sense of influence over the situation? C. What do I need to do to restore my sense of identity? D. How has what happened affected the other's identity? E. How has what happened affected the other's sense of influence over the situation? F. What does the other need to restore his/her sense of identity? Page 254 You might choose one of the above assessment guides to write an analysis of a conflict. If your instructor has assigned Difficult Conversations as a supplemental text, or if you choose to read the book on your own or for use in a class assignment, the Difficult Conversations Guide will help you structure your analysis. Learning to analyze conflicts in a structural, systemic way complements the earlier concepts in this book, which focus on communication choices and behaviors, and their underlying principles.Mail | NDU | | Cont | 5 Myc X Bb Man | & Cour | Nort | ili Cont | Bb Man | (66) orlar Dast |93 aj M Inbo @ up | 2 jailLoya + X G andsu-bookshelf.vitalsource.com/reader/books/9781264164264/epubcfi/6/32[%3Bund.vst.idref%3Dch07]!/4/10/2[data-uuid-c168310115134115627e8616f46935df]/2[data-uuid-a4f4a43b 13... G] G sgg laugh and - lilos * Wholesale BRG Hot... P. Alamo Car Rental - r... G Google Canon EOS Rebel T... Mobil.. Jubi Jaw Handshake HotVoip | Sizzling h... M Gmail YouTube > Q All Bookmarks Q AA BY ... E Summary Conflicts are often perplexing to all participants. Usually, however, an interpersonal conflict is operating as a system of relations, complete with repetitive behavior, rules, and other identifiable dynamics. Systems theory helps make sense of confusing conflicts. Many possible ways to analyze conflict patterns are discussed in this chapter. In addition, several schemas are presented to help you describe a system. Charting triangles and drawing coalitions provide graphic, visual information about system dynamics. One also can focus on system rules-the prescriptions for what one ought to do in a given situation. Microevents are observable, recurring patterns of behavior that can be analyzed for underlying conflict structure. Finally, the Conflict Assessment Guide and the Difficult Conversations Guide are two overall assessment tools to uncover the dynamics of specific conflicts. Key Terms system dynamics (macro level) 228 micro level 228 self-fulfilling prophecies 228 macro-level analysis 229 wholeness 229 organization 229 patterning 229 circular causality 230 descriptive language 230 morphogenesis 231 conflict triangle 237 toxic triangle 239 isolate 240 1 . . . Page 64.F Clear Q Search 4:05 AM ENG ~ () 5 4/15/2024Mail | NDU | | Cont | 5 Myc X Bb Man | & Cour | Nort | ili Cont | Bb Man | (66) orlar Dast | 93 2j | M Inbo @ upi | 2 ijailLoya + X G andsu-bookshelf.vitalsource.com/reader/books/9781264164264/epubcfi/6/32[%3Bund.vst.idref%3Dch07]!/4/10/2[data-uuid-c168310115134115627e8616f46935df]/8[data-uuid-8feb8c26a3... G] G sgg laugh and- lilos Wholesale BRG Hot... . Alamo Car Rental - r... G Google Canon EOS Rebel T... S Mobil.. Subj law Handshake HotVoip | Sizzling h... M Gmail YouTube > Q All Bookmarks Q A4 RX ... coalition 242 E system isolates 244 heavy communicator 245 system rules 246 Conflict Assessment Guide 250 Difficult Conversations Guide 253 Review Questions 1. Why would you want to map a conflict? 2. Describe systems theory. 3. What are the principles of systems theory? 4. What are the advantages of identifying conflict patterns? 5. What are five types of system patterns that occur in marriages? 6. What are the four stages of conflict? 7. Define coalitions, giving an example from your personal life and school. 8. Why do people form coalitions? 9. How can you use a coalition diagram to predict future conflicts? 10. Describe the roles of the heavy communicator and the isolate. 11. What are the characteristics of a healthy system? 12. Define system rules, including personal examples. 13. What are the questions to ask about system rules? Q All Bookmarks Q A4 RX ... Review Questions E 1. Why would you want to map a conflict? 2. Describe systems theory. 3. What are the principles of systems theory? 4. What are the advantages of identifying conflict patterns? 5. What are five types of system patterns that occur in marriages? 6. What are the four stages of conflict? 7. Define coalitions, giving an example from your personal life and school. 8. Why do people form coalitions? 9. How can you use a coalition diagram to predict future conflicts? 10. Describe the roles of the heavy communicator and the isolate. 11. What are the characteristics of a healthy system? 12. Define system rules, including personal examples. 13. What are the questions to ask about system rules? 14. Define microevents and give a specific example of one from your life. The systems approach to describing "normal" family processes is discussed thoroughly by Galvin and Brommel (1986) and Walsh (1984). Overviews of systems theory and the change process are provided by Minuchin (1974), Neill and Kniskern (1982), Hoffman (1981), Napier and Whitaker (1978), Johnson (1977), and Papp, Silverstein, and Carter (1973). These classic approaches provide an insightful perspective for viewing conflict. Several researchers and practitioners have noted that the triangle is the basic unit of analysis for conflict communication (Hoffman 1981; Minuchin 1974; Satir 1972; Wilmot 1987).