Summary 1. Based on the assessment, how do you tend to respond to conflict? a. What were your results / percentages for each conflict style? b. Were you surprised? If so, in what ways? OR, was this confirmation? If so, in what ways? 2. What factors contribute /

According to Barkan (2018), the conflict approach calls attention to the many social inequalities that underlie social problems in contemporary society. It is the framework for building theory that sees society as an arena of inequality that generates conflict and change the community, organization, societies and even world systems. Resolving conflict helps us understand ideas, beliefs and backgrounds of others while ensuring our relationships with our opponents continue and grow. Peaceful solutions to difficult situations are found without having to waste resources through war and court proceedings. Based on the Conflict Styles Assessment I proved to be an 82% problem solver, 57% accommodator, 55% compromiser, 50% avoider and 8% competer. This assessment confirms only about 95% of how I respond to conflicts. I tend to build high levels of trust and mutual understanding while making a harmonizing approach to conflict. Sometimes I gear the resolution on what the parties are willing to give up and take without trying pursue my views. However, this assessment was a surprise to me because I have never been an avoider. The 50% for being an avoider is too higher because I never keep clear of a problem. I always advocate for a resolution when I face a conflict. The creative problem-solving skills I have acquired help me do conflict analysis, manage emotions and make fair resolution based on the analysis confirming I am not an avoider. According to Keller (n.d), avoiding danger is no longer safe in the long run than outright exposure….” Factors Contributing to My Conflict Style When called up to make resolve a conflict I have always used the following steps to come up with an amicable solution; 1. Understand the conflict 2. Communicate with both parties 3. Brainstorm possible resolutions 4. Choose the best resolution 5. Explorer alternatives 6. Cope with stressful situations and pressure tactics. I have understood those steps as my key steps and embraced them whenever solving any conflict. Sometimes the resolution I find best are not accepted by both parties which leaves me with an option of involving a third-party mediator. The pressure you get from both parties may sometimes be unbearable causing me to start over the process again because I continued pressure may lead to stress and unfair resolution. The situation becomes difficult when one of the involved parties do not want to explain their interest arguing about their “bottom line”. This causes waste of time bargaining over positions and effort trying to save face rather than actually finding a suitable solution. During my struggles in conflict solving I have learnt to adopt tolerance, understanding and patience. This has helped me solve difficult conflicts. You also have to develop good communication skills, have emotional intelligence, empathy, be a creative problem solver and embrace calmness and positivity to face the struggles. Ways to Be More Effective in My Approach 1. Stop avoidance An avoiding style means completely evading the conflict. The beliefs of those involved are not pursued and hence both parties are no contented with the outcome. However how this approach seems, avoidance it is not the best problem-solving method as it means completely dodging or postponing the problem and no fair resolution. According to Drumgoole (2018), conflicts arises when we don’t allow ourselves to come to some resolution or we leave conflict unresolved for an extended period of time. 2. Promote collaboration Collaboration style attempts to find a solution that will meet the needs of all parties. According Ellis and Butler (2019), all parties involved have a say, and all parties involved reach a solution. This solution is accepted as the best outcome and a method I am willing to put into practice as all parties end up satisfied. Collaboration can be improved by creating an agenda and an outline to avoid discussing trivial details and hence sticking to important points. Have individuals brainstorm on paper, hand in their paper, read ideas aloud during brainstorming session to ensure everyone participates. Avoidance can be improved by not allowing anyone to immediately silence a speaking member because their point of view is not represented. The bible states, “a fool takes no pleasure in understanding, but only in expressing his opinion” (Proverbs 18:2 ESV). The bible refers to those who not listen to other people as fools. It warns against the act of only wanting to be heard rather than understand. References Barkan, S. (2018). The Conflict Approach. In A. Treviño (Ed.), The Cambridge Handbook of Social Problems (pp. 241-258). Cambridge: Cambridge University Press. doi:10.1017/9781108656184.015 Helen Keller Quotes. (n.d.). BrainyQ. Retrieved May 25, 2019, from BrainyQ Web site: Drumgoole, John. (2018). The Art of Conflict Resolution Among Leadership. Forbes. Retrieved from Vickie, L. Ellis ,Tammy, J. Butler(2019). Conflict Management. StatPearls[internet].Retrieved From English (Year). Book Title. City Name: Publisher Name.