Conflict Management Essay

Websters defines difference as To come into collision be in mutual opposition (274). If you wanted to choose an plaque to study deviation in, you would live with to look no further than the military. The military has no single cash advance to engagement management. There are too many private individualizedities within a multitude of intragroup establishments to be able to singularize the participation. It is lots the case that the contradict you are having was coifd by a system put into place by someone outside your organization. It could be as simple as the cause and effect syndrome.For example, if the 335th Forward Support Battalion (FSB) commander put a policy in place, that his camp would perform mandatory proficiency training on processing Department of the Army Form 2406 on Mondays this would cause his leaders to close the shops in ordinate to conduct this training. While on the other hand, the 1-5th metrical foot Battalion commander put in place a policy that his battalion would perform equipment caution on Mondays. His battalions leaders would have a conflict because if they had equipment that needed to be turned in, they would non be able to do so. The FSBs shops would be closed due to their training.Inadvertently, these dickens battalion commanders have caused a system conflict. This type of conflict happens quite often in the military because these commanders are actu eithery goal oriented solely fail to take into account the conflicts that may arise from the system that he just emplaced. It would now fall on the battalions Executive Officer to negotiate a win-win solution to this conflict in a very rapid manner. Without a win-win solution, there would be a visible conflict that would eventually execute apparent to the hierarchy and a solution may be imposed that efficacy not be favorable to both parties involved. The driving soak up for the resolution of this conflict would be not allowing the conflict to reach the boss.I wor k in the Division staff which often occupation or gives directives to the Divisions Main Support Commands ( atomic number 62s). These task or directives often cause great pain in the MSCs. This is a perfect example of a win-loseconflict. The MSCs can submit a declination of tasking, but they often are directed to do the tasking anyway. In essence, these tasks are coming straight from the General himself and cannot be simply dismissed. At this point it has become an authoritative command to do the tasking. An example of this space would be a battalion that has been over tasked beyond its physical means. This battalion has been tasked to supply more personnel than it physically possesses. The difficulty may be that all the other battalions are in the same boat. The battalion has to adapt and be creative in order to meet to end goal.The most commonalty approach that I have seen used is the appeal to our common goal of successfully completing the mission. I have had to work with man y individuals whom I just could not come to a mutual understanding with. This conflict may have been caused by a personal difference, a different view of how to perform the mission, or even how to utilize our forces. In the end, we have to gather in that to continue with this conflict means jeopardizing your common goal of accomplishing the mission. This may result in a lose-lose conflict where both partys had to compromise their positions in order to secure success.Collaboration, authoritative, accommodation, and compromise are conflict management styles that I have used and seen used on an almost daily basis. It really depends on the person and whom that person has the conflict with. It may be that the individuals themselves do not have a conflict, but that a system has been emplaced that is causing their conflict.Avoidance is a management style that I do not see a lot of. When it does rear its nasty head, it is at the lower levels of the organization. It is usually there because the individual thinks that it is not a serious problem and his time would be better utilized doing something more productive. This range of thought usually leads him to a path of discord because the conflict will snow ball into a larger problem that has become visible to his superiors.The two conflict management styles that I myself am inclined to are competing and collaborating. I am very aggressive in my views and will dominate byforce if I need to. I am also very attune to recognizing that there is a problem or a conflict may arise because of circumstances of an issue. I am not locked into the two styles though. They are just my natural trends. I am very quick to analyze a situation or individual to determine what course I will take to get the maximum forcefulness from. The end goal is the objective. How I get there can be adjusted according to situational awareness. plant life CitedSmith, S. Stephenson, et al, ed. Webster Comprehensive Dictionary International Edition. Chica go Ferguson, 1987.