Resolving Conflict




Ihave recently witnessed a conflict which had a positive and negativeresolve. It included three friends who had a misunderstanding whereone friend had told a person outside their circle of friendship abouttheir plans. The other two were so angry with her since the plan wasmeant to be known by just the three of them. They talked the matterover where the friend explained why she told another person theirplan. Friend A was ok but friend B was not satisfied with herexplanations. Friend B accused her of doing things behind theirbacks. She told friend A that they should end their connections withtheir friend since she proved that she was not a good friend butfriend A insisted that friends should be there for each other nomatter the situation, and since the situation was to support theirplan they should just let it go. Friend B however insisted that sheshould have consulted them before taking any action. Theirrelationship strained but friend A is still hoping their friendshipwill go back to what it used to be.

Ithink learning conflict management is essential since it is a part ofour daily life. Sometimes one finds themselves in conflict withanother. A conflict being a disagreement between two parties canaggravate if not solved. Conflict response is influenced by values,experiences, beliefs and cultures (Isenhart &amp Spangle, 2000).Strong sentiments arise due to conflict which is a growthopportunity. Healthy and unhealthy conflict responses arise throughconflict management or due to the beliefs and culture of the saidparties. In this case an unhealthy response was seen in friend Bwhich included anger, withdrawal from the relationship, feeling ofhurt, to some point isolation since friend B was telling friend Athat they should isolate themselves from the other friend. Friend Bwas afraid that their plan would be ruined. However friend A had ahealthy response since there was wish of a reconciliation. Thereadinesses to forgive, calm reaction after the explanation,compromise of the conflict were present with friend A.


Iagree with joshua’s story regarding conflict management for bothsituations. The way they handled Joshua regarding the administrationjob was admirable. If they did not train him for the position hecould have continued making mistakes which could have been bad forthe company. The company incurred some expenses for the trainer butit prevented more expenses which could have occurred if the errorscould not have been discovered. In the second situation it was wrongto fire someone and they had not trained them on how to perform theirwork. It also shows that the department was not well managed sinceeveryone was busy and trying to get their own work done. They couldhave hired at least two personnel. One to help out on the employeewho could have been helping out the other employed at the frontoffice. Good conflict management is essential to companies (Cloke &ampGoldsmith, 2011). The difference between joshua’s two situationwas efficiency in work. There was sacrifice in one area which led towork efficiency but no sacrifice in the other situation which led towork inefficiency along with termination of an employee’s job.


Marissa’sstory also agrees with my sentiments. When the doctor agreed to talkwith the patient, there was clarity about what was expected tohappen. In case any misfortune occurred, the patient was in aposition to agree that they were warned in advance. A conflict thatoccurred with resentment was later solved with accommodation whichwas a healthy response. However the response regarding the twocoworkers was unhealthy since it created resentment, social distancesas well as making marrisa feel uncomfortable since the two of themwere her coworkers and she could not take side. Culture and lifestylediffer which can be a cause of conflict(Anderson, 1999).Each of theco worker’s lifestyle could have been as a result of their cultureand therefore she could not interfere with any of them which left hercaught in the middle.


Anderson,K., (1999). ResolvingConflict Sooner.Ten Speed Press

Cloke,K.Goldsmith,J. (2011). Resolving Conflictsat Work: Eight Strategies for Everyone on the Job.unbridged Ed. John Wiley &amp Sons

Isenhart,MW.&amp Spangle, M. (2000). Collaborativeapproaches to resolving conflict.Sage Publications