Question
MGMT570 LSI Conflict Paper
As you review the LSI conflict self-development guide, we are reminded of how pervasive conflict is in our everyday lives. No one is immune from conflict. Yet, how conflict affects each of us is determined by both the situation and how we cope; conflict can be both a help and a hindrance: it can lead us to more creative and productive relationships, or it can destroy our relationships. Whether conflict impacts us positively or negatively depends in large measure on how constructively we deal with it.
To this end, the LSI conflict exercise is a tool designed to help you learn to deal more constructively with the conflict situations in your life. More specifically, the instrument and self-development guide will help you identify and understand how your thinking patterns and coping behavior influence your ability to deal with conflict situations. In addition, you’ll discover how your thoughts and behaviors help or block constructive conflict solutions and learn how to approach conflict situations more effectively. The paper should not exceed six pages in length, excluding the LSI circumplex that should be attached to the paper. (110 points total)
Your assignment is to complete the Life Styles Conflict Inventory by addressing the following points.
1. Describe your personal conflict styles. Focus on your dominant and weakest styles (include a copy of your circumplex). (40 points
2. Assess the impact of your styles on your effectiveness. Which of your styles are working for you in accomplishing your goals, and which styles are working against you? Provide specific examples. (30 points)
3. Identify a conflict style for change, and briefly define an action plan to implement the change. Consider the steps defined in the self-improvement planner on pp. 16–18 in the self-development guide to help you in this process. (30 points)
4. Conclude by providing a brief reflective statement regarding this exercise. (10 points)
Answer
LSI Conflict Paper
Contents
The Impact of My Styles on My Effectiveness. 3
My Personal Conflict Styles
Introduction
Based on the extensions on my circumplex and the consistent scores, my dominant conflicts styles include pragmatist, self-empowered, conciliator and perfectionist. As a pragmatist, I tend to focus more on facts and figures in an attempt to find a solution to move past a conflict. Desautels-Stein (2008) asserts that this style places emphasis on actions, results and “what works” and it accepts any practical ideas whether they come from the individual or the opponent. On the other extreme, being a perfectionist is perceived as a defensive style. Personally, I prefer having things done in an organized and controlled manner.I tend to spend some time completing tasks accurately and to the best of my abilities. I hate being criticized and I usually lash out at even the slightest complaints directed towards me.This makes people have a hard time relating to me.
Fig. 1: The LSI circumplex
The Impact of My Styles on My Effectiveness
On the other hand, my weakest styles include being an accommodator, avoider, and regulator. The accommodating style of conflict entails forfeiting and having the willingness to let everything go to preserve a relationship with another individual (Waite & McKinney, 2014). I find it very hard to apply this when dealing with conflict primarily because of I perceive myself as being highly pragmatic. To me, the longevity of a relationship will be determined by what efforts each party puts in and the associated benefits. From my perspective, it is certainly worthless to sacrifice some things all in the name of trying to salvage a relationship, especially when it could potentially amount to nothing.
Being a pragmatist is working for me in the fulfillment of my goals. From my experience, working in groups is, by far, the greatest challenge of all, particularly when there is a lack of communicationand coordination. This, in turn, paves way for anarchy which results in conflict. By inferring from this style, I can cast my emotions aside and prioritize the project at hand. In doing so, I address such situations head on by weighing all the possible solutions and choosing the optimal course of action.While many may not approve of it, I find it very beneficial. However, being a perfectionist has always worked against me. This is primarily because I have a habit of controlling how things are done. The phrase, “the end justifies the means,” has no room in my mind. The strategy to accomplishing something has to be executed accurately and systematically. People often have a hard time approaching me because I get easily offended whenever I get criticized for doing things a certain way. Therefore, the only perspective that exists is mine, and this is where the problem lies.
Conflict Style for Change
To better myself, I would consider changing my perfectionist style. Ithas cost me relationships on multiple fronts. To do this, I first need to come to the terms that the opinions and perspectives of others matter. Secondly, I will have to loosen up and become more open and accommodating towards other people’s opinions and ideas. Doing so will open up a system whereby all members contribute their views, and we collectively pick one approach unanimously to minimize the chances of conflict erupting. Finally, I will start compromising to become more flexible to accommodate the standards of other parties. This will foster a culture of harmony and reduce conflict substantially.
Reflective Statement
This exercise has been an eye-opener to me. It has provided insights regarding my strongest and weakest styles in relation to conflict. Based on the results, I am now in a better position to address my weak areas and come up with more proactive ways to amend them.This might be a daunting task, but it is worth every effort because, in the end, I will be able to approach conflict situations more effectively without jeopardizing the nature and integrity of my relationships with others.
References
Desautels-Stein, J. (2008). Extraterritoriality, Antitrust, and the Pragmatism Style. Emory International Law Review, 22, 499.
Waite, R.& McKinney, N. S. (2014). Enhancing conflict competency. ABNF Journal, 25(4).
