Conflict Resolution Process - Essay Example

Accordingly, the behavior enables the conflicting parties to brainstorm several alternative solutions to a conflict. Another characteristic that is highly correlated to solving conflicts is a high score of conscientiousness in personality. This characteristic is demonstrated through proper planning, time management, and a level of adherence to predetermined schedules. From the conflict experience, individuals with this behavior are well-organized and desire to achieve their responsibilities. Accordingly, this personality trait will enable conflict managers to clarify tasks, delegate authority, and schedule work processes to minimize task confusion in the organization (John, Robins, & Pervin, 2010). Another essential behavior is the agreeableness trait of personality since it allows an individual to show empathy to other parties which leads to emotional comfort (John, Robins, & Pervin, 2010). The trait is critical in ensuring that conflicting parties take responsibility for the sources of conflict and forgive each other without harboring any negative emotions (Burger, 2010).

Another behavior that is essential in managing conflicts is emotional stability. From past conflict experience, emotional intelligence leads to emotional stability thus ensuring aggressive behaviors and negative perceptions are controlled in conflict resolution (John, Robins, & Pervin, 2010). I understand that emotional intelligence will encompass self-awareness, self-control, internal motivation, and social skills (Burger, 2010). For instance, self-awareness enables a conflicting party to attain self-identity and self-worth thus facilitating cordial relations with other conflicting parties. I believe collaboration and the ability to maintain trust between or among the conflict parties is essential in managing conflicts since it facilitates the establishment of cordial relationships and efficient communication (McCrae, 2002). Mutual trust will minimize negative perceptions and suspicions among conflicting parties and enhance goal interdependence (Burger, 2010). Another behavior pattern that is useful in conflict management is the ability to maintain calmness and avoid nervousness especially when faced with challenging and new conflict situations. This characteristic enables the conflicting parties to have confidence in one’s ability to deliver a mutually acceptable solution and enhances cooperation.

From my value clarification and conflict management self-assessment results, I scored lowly in various realized values. I scored the lowest realized values in initiating control to move the conflict through roadblocks. Accordingly, I scored lowest in realized values in positioning one’s thinking to influence others’ opinions/decisions. Another lowest score in idealized values was in providing answers, even if unsure if they are correct, and making confrontations when needed. From the set of items with the lowest realized values, I conclude that my personality and behavioral patterns are ideal for conflict management. Since I score lowly in initiating control to move the conflict through roadblocks, I conclude that I am more open-minded and encourage suggestions of conflicting parties in the process. In this case, I will be capable of exploring alternative solutions and implementing new ideas to the conflict. Accordingly, I have a low score in positioning my thinking to influence others’ opinions or decisions. From this low realized value, I conclude that I am more open to dialogue, diversity of opinions, and suggestions from other members. This correlates with my extroversion personality trait since I am always comfortable in initiating dialogue with strangers and establishing long-term relationships (McCrae, 2002). In addition, I also scored lowest in providing answers when I am unsure. This suggests that I like the clarity of facts and I can manage my emotions and stereotypes during conflict management. Accordingly, another lowest realized value score was for making confrontations when needed thus suggesting that my emotional intelligence is high and I can perceive and manage emotions accordingly (McCrae, 2002). This value score also suggests that I have high empathy and social skills that are essential in collaborating and ultimately avoiding confrontations that are harmful to the conflict management process (McCrae, 2002).

The apparent themes suggest that I am self-disciplined, open to new ideas and I have high emotional stability. However, these self-assessment results have far-reaching implications for my conflict-managing skills and orientations. It implies that I am more collaborative in my conflict management approach and I prefer open communication with the conflicting parties since I rarely intervene to influence the decisions of others. In my view, these findings enhance my conflict management skills and capability (Burger, 2010).