Unit VIII Project In Unit V, we discussed Model I behaviors and outcomes, and your assignment was to write an essay analyzing a conflict experience. The Unit VIII assignment will be based on the co

Conflict

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Conflict Scenario

Conflict is unavoidable segment of the human relationships. Conflict may arise from controlling distinct perspectives as well as seemingly concerns which are incompatible. It is essential to have the ability to identify as well as to understand the different conflict levels as well as how these phases are demonstrated in various ways. An early conflict signs are non-verbal behaviours such as eyes lowered, crossed-arms, or an individual sitting away or back his or her workmates or team. The signs may offer you with essential information regarding your current situation as well as it may assist you in evaluating the next steps.

Paul and Robert work in the same department in an organization. Paul is a devout Catholic whose political stand is with the Republican, he has always voted for the Republican and he has religious quotes as well statues in his workstation. Robert is a non-believer as well as a liberal who tends to feel that religious individuals are not intelligent. Paul and Robert try evading the discussion of either politics or religion, but both men are aware of the other’s feeling towards the current event and sometimes there is evident tension between both men.

So, on this day Paul comes in wearing a t-shirt that declared his support for the Republican candidate running for the senate and Robert concludes to have had enough. He feels that the action is hostile and estranging. Robert confronted Paul which leads to a heated argument with neither of them backing down. Paul felt he was being attacked because everyone has a freedom of expression. A physical altercation was about to begin. Insults were flared around until finally, the manager stepped in to try and hush things out. Robert threatened to not only quit but to also take legal action and sue the organization for he felt it allowed a hostile work environment.

Conflict Behaviours

According to the elements of the socio-cognitive systems learning model, using model 1 it explains that both men knew about the feelings of the others towards current issues, but chose not to address their issues on religion as well as politics. According to Defensive reasoning in the Model I strategy, Robert is self-centred and does not try to understand those around him. His behaviour is unethical. He attacked Paul because of his own beliefs and when the manager tried to step in and resolve the matter, he showed strong defensive reasoning and behaviours threatening to sue the entire company because of what he stood for. He tries to attribute his mistakes on Paul, deflecting the blame from himself and to Paul and the company. with the Model 1 socio-cognitive process, he blames Paul who in turn responds by jumping into defence mode (Whittaker, 2002).

Conflict Outcomes

Using the elements of the socio-cognitive systems learning mode, the outcome of the conflict leads to mistrust, problem escalation as well as pain and frustration in both parties involved in the conflict. Robert projected his negative feeling toward Paul because he could not take responsibility for his own behaviours and unhappiness. Their relationship was ruined due to the conflict that escalated between them. During the conflict, both men were acting according to their self-values. According to the socio-cognitive model, this power struggle develops as each party implements social strategies that are learned in order to attain power for themselves. Characteristics of this Model show that individuals issues blame and punishment in order to defend themselves and render the contradiction between an individual's real and espoused values as undiscussable. We see this in the conflict when Robert threatens to sue the company (Shapiro, 2004).

Values and Deep Assumptions

Self. Both men portrayed this value. Both men held the value of being who they were and focused on being the person they were meant to be. Paul was a Republican and Catholic and held his values regardless of what Robert thought or said about it this can also be seen in Espoused value where their real values are centred on the desires and goals to themselves. These values are related to the behaviours I observed in Robert because, he did not care about Paul, or if he hurt him when he created the conflict.

Conclusion

Luckily, the conflict between both parties came to an end. The conflict had put everything in the office to a standstill. The manager was able to calm both men down. But none of the men was in a position to return to their workstation because they were both called to the HR office. In order to resolve such a conflict, the HR had to set clear rules and boundaries in the employee’s manual. From the analysis I made, giving both men room to air their grievances should have been the first step taken by the human resource manager. Following this should be a renewal to the commitment to act according to the organization rules and policies and be respectful to the beliefs of other individuals. Robert and Paul are required to be guaranteed that they should keep their individual beliefs to themselves, for them to be safe from hostility and recrimination. They should feel supported by the organization in doing this (Burton, 1969).

References

Burton, J. W. (1969). Conflict & communication: the use of controlled communication in international relations. New York, Free Press .

Shapiro, D. (2004). Conflict and communication a guide through the labyrinth of conflict management /. New York : International Debate Education Association.

Whittaker, D. J. (2002). Conflict and reconciliation in the contemporary world. London ; New York : Routledge, .