Business communication D and A Chapter 1

Business communication D and A Chapter 1

In all organizations, conflict arises, and it is the duty of the conflicting personnel and the management to solve these conflicts amicably without any compromise or any of the party feeling short-changed as it may raise another conflict in the future. In the article Conflict Management: Difficult Conversations with Difficult People by Overton and Lowry (2013), they provide proper information on the benefits of conflict management and resolution, skills used in conflict management, and ways or steps necessary in a successful confrontation conversation.

In operation rooms, conflict is described as high tension event which lasts in most cases between one to four hours. The conflicts in the operation rooms frequently occur up tofour conflicts per operation between the operation room members. Toxic personalities exist in the workplace and are described as the people who regularly display behavior that incapacitates individual teams and the organization in the end or over the long term.

In managing conflict that may arise in a workplace, a person has to understand their emotional and physical reactions to situations that are associated with conflict. The usual reactions to conflict management include; collaborating, accommodating, compromising, avoiding, and competing. These reactions are beneficial to some different situations, but they are not beneficial in others and may fuel more or future conflict; hence proper response should be applied. The most effective way to respond to these situations or conflicts is by having an open-minded perspective that fuels for a positive outcome..

The conflict management skills needed to solve a conflict include; deciding whether to address the conflict by weighing the reward with the price of responding to the situation. After the decision to address the conflict has been made, the person needs to prepare for the conversation by considering the nature of the conflict. Another skill understands their position on the conflict by knowing more information to discuss the conflict and what the person is willing to compromise during the conversation or confrontation. Identifying the level of intensity of the conflict also helps in determining how best to deal with the conflict by identifying whether the conflict is a difference, misunderstanding, disagreement, discord, or polarization. Setting a safe environment is a critical element in managing conflict successfully. A person should also avoid message mixing both by use of verbal or non-verbalsensitive comments, which one believes they will help solve the conflict.

The key components of conducting a fruitful conversation are; one is scoping where the conflicting partners give their opinions and viewpoints regarding the conflict. Listening, respectively, and the use of a respectful tone is essential in this phase. Two is defining the problem; when the conflicting parties fully understand the problem, they will compare their opinions and come up with solutions to the problem. Three each party or participant should discuss their ideal solution to the problem. The solution should be set to be an amicable one where no party feels short-changed or left out. The final component is follow-up where the party should be followed and confirms if the conflict is over and end any prospect of a future conflict. A more careful approach should be made on disruptive physicians who are the people who yell, use insults, intimidate, and react with physical aggression.

This article has made me realize that not every conflict or confrontation is worth a reaction or response unless they are urgent situations. The response to the conflict should be well thought out as well as the ways to manage the conflict. The conflict conversation should be handled with precision to avoid any escalation on the conflict, which may lead to physical confrontation or other severe consequences.