Reference no: EM131544632

Emotions are states of feelings that arise naturally during conflict. During conflict a natural tension of opposite occurs-to soften or Harden. Attachment theory is an emotion-regulating system, focusing on safety and danger; we were coming increasing safety and connection so conflict resolution approaches can actually be used. We described as circumplex model of emotion which presents and organized a theory of emotions. We describe feelings and how they fit into the model enough strong feeling is required to engage and collaborate--strong feeling can be used for positive purposes. We noted the emotional intensity values in one should not predict a conflict trajectory based on the first level of intensity. People experience emotions as good or bad, and relationships are defined by the kind of emotion that is expressed. Emotions serve a variety of functions, and negative emotions such as anger can serve as a wake-up call. The popular notion that you can get rid of emotions by expressing them (the catharis view) is not accurate. The anger fear cycle details what is underneath feelings of anger. Other emotions such as sadness and depression can alert us to trouble in the relationship. We also note that in general, men find it easier to express anger while women fight it easier to express sadness. We provide a long list of feeling words to help identify some emotional states that occur in Conflict. The functions of positive emotions and their role in Conflict resolutions are described. Core concerns provide a framework for remembering integrative conflict approaches. You have a better chance of productive conflict if you neither deny nor blow up-to-date rather, Express whatever feelings you have in the mid-range. We know that awareness, flexibility, compassion, and vulnerability are ways to express strong emotions for a positive result. Learning how to catch your automatic thoughts, Express anger responsibly, and take personal responsibility for your own emotional transformation yields big payoffs for managing conflict productively.

Conflicts are often perplexing to all participants. Usually, however, and interpersonal conflict is operating as a system of relations, complete with repetitive Behavior, rules, and other identifiable Dynamics. Systems theory helps make sense of confusing complex. Many possible ways to analyze conflict parents are discussed in this chapter. In addition, several schemes are presented to help you describe a system addition, several schemes are presented to help you describe a system. charting triangles and drawing coalition's provides graphic, visual information about System Dynamics. One also can focus on system rules; the prescriptions for what one ought to do in a given situation. Micro events are observable, reoccurring patterns of behavior that can be analyzed for understanding complex structure. Finally, the conflict assessment guide and the difficult conversations guides are two overall assessment tools to uncover the Dynamics of specific comflicts.

Negotiation is one mechanism for solving ongoing conflicts with others and allows us to resolve everyday conflict peacefully. The negotiation path to Conflict Management recognizes the steak that all parties have in their own joint dispute. Negotiation occurs in everyday life, as well as structured public Arenas such as Labor Management bargaining. Each culture utilizes negotiation in diverse ways. Several different examples of negotiation in different cultures were presented. At the heart of all negotiations are considerations of power. We can equalize power through destructive means or by effective argumentation. The two major types of negotiation are one: competitive and two: integrative. There are assumptions, communication patterns, and downsides associated with each type of negotiation. Principled negotiation is an integrative approach that stress it's seven principles for successful negotiation these principles upon five core concerns. We represent reasons why using the preceding approaches are so difficult. We discussed both the mindset and specific words for being integrative because often people have difficulty speaking in an integrative way. We conclude the chapter showing that negotiations often passed between phases--beginning with a competitive tone and concluding with an integrative one. Successful negotiators and everyday life eventually cooperates integrate with the other party, manifesting a relational orientation.

Terms to consider:

Emotions, state of feeling, circumplex model of affect, feeling words, anger fear sequence, honorability, gender difference is common core concerns framework, mid-range, Warrior of the heart, awareness, compassion, automatic thoughts, responsible expression of anger, X-Y-Z formula (when you do X and situation why I feel Z)

System Dynamics, self-fulfilling prophecies, macro level analysis, wholeness, organization, patterning, circular Casual Living, descriptive language, morphogenesis, complex cages, conflict triangles, conflicted, toxic triangle, isolate, collisions, system isolettes, heavy Communicator, micro level analysis, interactions, micro event, system rules, conflict assessment guide, difficult conversations

Negotiation, win/lose perspective, competitive negotiation, distributive bargaining, bargaining range, integrative or collaborative bargaining, integrative negotiation, even playing field, narrative or story questions, expanding the pie, nonspecific compensation, trade-offs, cost-cutting, bridging, principled negotiation, core concerns, positions, interest, firm flexibility, batna, language of integration, phrases of negotiation

Write a response in a form of a journal entry with the following questions at the heart of your answer:

1. What are you learning about how to positively resolve conflicts?

2. What's on Concepts in the reading?

3. How you might apply the concepts from the reading to your everyday conflict?

4. Examples of applications?

5. Note any questions raised by what you read?

6. Description of conflicts that occurred during the week and how you handled it.

7. Description how you could use one or more of the concepts or skills from the reading to improve the outcome (or how you did use one of the concepts/skills that led to a positive outcome)