Effective Strategies for Conflict Management

S-TLC Concepts That Apply to the Case Study

In the scenario highlighted, the S-TLC system will be essential in managing the conflicting scenario. When dealing with conflicts of any kind, whether they arise from interpersonal or professional relationships involving different personalities, the S-TLC system appears to be among the most effective methods. S-TLC, which stands for stop, think, listen, and communicate, is an abbreviation. In the first case, stopping involves acknowledging the conflict that already exists. Primarily, to retain calm and a clear head, any emotional tensions or frustrations should be controlled during this step. The second step involves thinking. Before action, one must first complete the second stage. Notably, this phase could entail the person not taking the message personally or considering their own and their partner's objectives, requirements, and desires concerning the circumstance. Active listening is practiced by the recipient in the third phase (Cahn & Abigail, 2014). Most importantly, this indicates that consideration is being given to the message being communicated rather than the next thing that will be stated or a defense. Finally, it would be essential to communicate with the other party. The decision to send a message is the last phase. It is up to the sender to decide whether to communicate physically, vocally, or nonverbally. Succinctly, the effects of each message should be considered by the sender (Accinni et al., 2021). The reason for that is that it requires an individual to exercise emotional restraint before responding to a disagreement, this technique would be highly effective during conflict.

The Concepts of Assertiveness, Confrontation, and I-Statements

A person who communicates assertively does so in a straightforward but courteous way, expressing their wants and feelings. Using "I" statements, being precise and explicit, speaking in a polite and upbeat manner, and refraining from placing blame or offering criticism are all examples of assertive communication techniques. Primarily, to comprehend the viewpoint and feelings of the other person, you must also employ active listening techniques like paraphrasing, questioning, and demonstrating empathy. The confrontation process incorporates raising the issue which is the primary cause of the conflict. The aspect will help in solving the issue because the notable trigger is highlighted by the party (Cahn & Abigail, 2014). In such a case, the party can respectfully and confidently communicate the message and acknowledge the other individual's message by employing assertive communication techniques. "I" statements are a type of communication where the speaker expresses their own opinions and emotions without blaming the audience for their motivations. A party’s comments are the antithesis of "I" statements because they use accusatory language to transfer the blame from the speaker to the listener. Therefore, by sharing insight into inner feelings, "I" statements help an individual to defuse tension with the person they are targeting (Accinni et al., 2021). Instead of placing blame for their acts, which would just exacerbate tensions, this can help the listener understand how actions made an individual feel and refocus on finding solutions.

Compare and Contrast Creative and Unimaginative Approaches to Managing Conflicts

Creative approaches in the conflict management process incorporate aspects like accommodating and avoiding. People who have an accommodating conflict resolution approach prioritize the needs of others before their own. Examples of this would be giving in to other people's opinions without question or letting them take the lead in discussions or deci sion-making. Conflict-averse people will typically make every effort to resolve a dispute amicably. Avoiding goes a step further by not wanting to start the conversation at all, even though it may appear to be an accommodating conflict style (Cahn & Abigail, 2014). Notably, this conflict management approach frequently manifests in the workplace as seeking to assign tasks to another team member or repeatedly postponing meetings around the problem. On the other hand, unimaginative approach incorporates aspects like compromising and collaborating. The person who compromises looks for a way to satisfy everyone by striking a middle ground. Others on the team may get unhappy as a result since, despite some of their ideas being successful, they weren't given the full go-ahead. But in cases where a resolution is required, this conflict resolution approach may be the most useful in advancing discussions. Collaborators strive to come up with a solution that pleases everyone, which is akin to compromising (Accinni et al., 2021). Primarily, this is a more comprehensive form of compromise in which all parties are ultimately satisfied. Succinctly, this type of dispute resolution is always looking for win-win situations.

Why People Tend to Be Violent

Theoretically, people tend to be violent due to psychological, social, and biological reasons. The theory of culture of violence examines how certain violent practices are ingrained in society. At least since the 20th century, the idea of violence has been deeply embedded in Western society and culture (Cahn & Abigail, 2014). From structural violence, the idea that society might condone violent behavior evolved into what is now known as the culture of violence theory as research proceeded. The two most well-known instances of how culture justifies violence are victim blaming and rape myths. The General Aggression Model (GAM) is one comprehensive and integrative framework for researching aggressiveness. It considers the ways in which social, cognitive, psychological, developmental, and biological factors affect aggression (Accinni et al., 2021).