Introduction to Communication. Discussion - Positive Responses to Relational Conflicts. Not a pager.

Think about a conflict you have experienced either in the workplace or in a significant personal relationship.

Describe the situation briefly and consider which response to conflict was demonstrated by either you OR the other person in the conflict. (Examples would be avoidance or collaboration.) What communication strategies did you use to resolve the conflict?

Conflict and Communication Conflicts are part of interpersonal communication. You will not be in lock-step agreement with a person all of the time. The best approach to handling conflicts is head-on. Conflicts can be healthy and hold positive possibilities. First, let's examine the concept.

Conflicts are personal. Make no mistake about it. That is why some of the most damaging conflicts happen between people who are close (e.g., family, friends, and spouses). When conflicts go undetected, interaction can become poisonous, rotting away necessary elements like fairness, empathy, trust, and honesty.

Combatants become vengeful and judgmental, focusing only on winning the conflict. In the worst cases, people will continue a conflict to such lengths that both sides remain miserable indefinitely. Disagreements often become conflicts under these circumstances: .Two people are interdependent; they each need something from the other.

.Both parties blame the other or find fault with them for causing the problem.

.One or more of the parties is angry or emotionally upset. .The parties' behaviors are affecting their relationship with each other and/or their relationships with others (Dana, 2000). Usually, conflicts focus on content or relationship. Content conflicts are disagreements concerning information. It can include basic facts such as objects, events, and names. Relationship conflicts, often masquerading as content conflicts, seek clarity on who's in charge.

It can be fueled by a struggle for equality with the relationship dynamic. Take Five Workplace conflicts can test the mettle of a leader. If handled properly, a company can grow from solving a conflict. Conflicts on the home front can test the strength of a marriage. Couples facing conflicts together can come out stronger on the other side.

However, you must manage conflict resolution properly. When working toward a solution, you must incorporate the correct conflict style.

.Competing: I win, you lose. .Avoiding: I lose, you lose. .Compromising: I win and lose, you win and lose. .Collaborating: I win, you win.

.Accommodating: I lose, you win. Some things to consider about conflicts: Never avoid conflicts. Avoidance can come in many forms: physical flight, falling asleep, changing the subject, or mentally withdrawing. There are times when a "cooling off" period is needed. Before walking away, explain the need to take a break. Then, work with the other person to agree on a time to continue the discussion. Conflict does not always have a winner and a loser.

In some cases, both sides benefit. In some cases, no one does. When engaged in conflict resolution, never have the "winner/loser" mindset. Focus on handling the problem without thinking of personal gain. Avoid biased negotiations.

Conflict forces you to examine a problem and work toward a potential solution. This solution allows you to improve the situation, creating a better environment for all involved. By encouraging structured dialogue between individuals who have a vested interest in a specific topic, conflict can trigger innovation, personal growth, and stronger communities.

The passion from a disagreement makes for perfect fodder for collaboration. Problem Solver So, when you find yourself in the throes of a heated conflict, what do you do? Follow the five problem-solving stages of conflict resolution:

1.Define the conflict.

2.Examine possible solutions.

3.Test the solution.

4.Evaluate the solution.

5.Accept solution and exit.

Or reject solution and start the cycle over. This works in all settings: personal/private, professional, and public. It is important to trust the final results. If you accept the solution, don't second guess. If you reject the solution, don't give up. Continue to work toward identifying a satisfying resolution.