Looking back at the conflicts I have had over the last few years, it is correct to say that I took an interest based relation approach to resolving the disagreement and conflicts by being courteous and non-confrontational focusing on the main issue rather than the individual. However, it is worth noting that the interest-based approach was mainly based on the conflict itself. For the larger part of the resolution, I hand the tendency of collaborating with the disagreeing party. Collaborating with the other warring party helps to create a win-win situation and strives to make sure that both parties are fully satisfied. Through discussion of all issues, we have successfully merged insight over and over again, and this brings the sense of usefulness to all warring parties. Honestly, some of the outcomes of the conflicts were not satisfying, but I will admit most of them were satisfying (Lansford, 2008). The win-win strategy is not always a win situation considering that some parties may feel that their complaints are not fully satisfied and they are forced to compromise and settle for a lower outcome. If taken a more interest-based approach in resolving them, the outcome of the results would have been more satisfied by ensuring that all parties involved play a significant in arriving at the answer to the conflict and to make sure that all needs of the conflicting parties are prioritized. Additionally, to be a good conflict manager I need to develop important skills such as being compromising, competitive, collaborative as well as accommodative.
Conflict management is a process that requires perseverance and understanding to be in a position to listen to other people’s views and opinion to arrive at a decision. Understanding that people come from a different cultural background and do things differently are key is to finding a solution to a problem. To learn more about others cultures, there is the need to study other tribes as well as integrating with them to learn them better (Kerwin, 2010). According to the scriptures, accommodating and telling a brother or a colleague of his or her sins in private; if he listens to you, you have won him or her over. Therefore, interest-based conflict resolution strategies such as collaboration are biblically accepted.
Related: Case: Listening at Different Levels
Classmate discussion response
I think the approach that is the most consistent with a biblical worldview is accommodation. We as humans and sinners often try to negotiate our faith or what the Bible says to do or not do to satisfy our sinning nature. Because of this selfishness, John 3:16 says Christ Himself had to die on the cross to accommodate for us – He put our needs above His own. In Philippians 2:3-6 “Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves, not looking to your own interests but each of you to the interests of the others. In your relationships with one another, have the same mindset as Christ Jesus: Who, being in very nature God, did not consider equality with God something to be used to his own advantage”. He calls us to put others before ourselves as well.
Accommodative conflict management style may seem the best since it involves giving the other party what he or she wants. This strategy is always applicable in a situation where one party wants to keep the peace or perceives the issue as minor. Despite the Bible commanding us to treat our brothers as we would like to be treated, accommodating will eventually lead to dissatisfaction of one party since they have to compromise and give up of their complaints (Brown & Hoopla digital, 2011). Exercising humility requires all the conflicting parties to find common ground rather than giving up on their complaints because of the needs of others. Humans are sinners and will eventually commit sins over and over again despite being accommodated.
Based on my reply and discussion above, I deserve to get a B considering that the answer presented above has thoroughly touched almost everything in the discussion board. Therefore, the answer presented has significantly contributed to the discussion and the ideas and concepts presented are substantive, provides good insight on collaborative conflict resolution and the role of cultural sensitivity in the conflict resolution. Moreover, the answer presented provides insight into the challenges associated with collaborating resolution strategy as well as presenting the best way to become a conflict manager and becoming cultural sensitive.
Brown, D., & Hoopla digital. (2011). Conflict resolution. United States: Simply Magazine.
Kerwin, L. B. (2010). Cultural diversity: Issues, challenges and perspectives. New York: Nova Science Publishers.
Lansford, T. (2008). Conflict resolution. Detroit: Greenhaven Press.