Conflict Management Virtual Simulation and Reflection/Self-Analysis Paper

Paper Instructions:  This is an informal paper, similar to journal writing.  t.  This paper needs no citations or references.  It is your reflection on conflict management.  Use an informal writing style, like you would for a journal.

Note:  I included both word and PDF formats of this document .  This way you can use either one, depending on your needs.

Start by completing Modules 1-4 in the Incivility, Workplace Conflict, Conflict Management Styles, Pre-Simulation Briefing and then, Module 5: Conflict Management for Nurses: A Virtual Simulation at https://www.softchalkcloud.com/lesson/serve/HyNIMiFSTh3Y8g/html
Submit a screen capture of your final score at the end of the simulation to your assignment dropbox for grade credit.
Next, the reflection paper is part of the debriefing for the Virtual Simulations.

The Conflict Management Style Survey was included in Module 2.  Following is a summary of the styles.
After these descriptions, you will find guided reflection questions related to the modules and virtual simulation topics.  You will complete the guided questions at the first in-class session.  No citations or references are necessary for this paper.  You will need to know your conflict management style from the SoftChalk Lesson Module 2.
The grading for this assignment is fully completed or not.  By answering all the reflection questions, you will earn credit for this assignment.  In other words, your format and points are not graded.  The grade is based on whether you answered the questions or not.

Conflict Management Styles:

Competing/Controlling is assertive and uncooperative an individual pursues his

or her own concerns at the other persons expense. This is a power-oriented mode,

in which one uses whatever power seems appropriate to win ones own position

ones ability to argue, ones rank, economic sanctions. Competing might mean

standing up for your rights, defending a position which you believe is correct, or

simply trying to win.

Accommodating is unassertive and cooperative the opposite of competing. When

accommodating, an individual neglects his or her own concerns to satisfy the

concerns of the other person; there is an element of self-sacrifice in this mode.

Accommodating might take the form of selfless generosity or charity, obeying

another persons order when one would prefer not to, or yielding to anothers point

of view.

Avoiding is unassertive and uncooperative the individual does not immediately

pursue his own concerns or those of the other person. He or she does not address

the conflict. Avoiding might take the form of diplomatically sidestepping an issue,

postponing an issue until a better time, or simply withdrawing from a threatening

situation.

Collaborating is both assertive and cooperative the opposite of avoiding.

Collaborating involves an attempt to work with the other person to find some

solution which fully satisfies the concerns of both persons. It means digging into

an issue to identify the underlying concerns of the two individuals and to find an

alternative which meets both sets of concerns. Collaborating between two persons

might take the form of exploring a disagreement to learn from each others

insights, concluding to resolve some condition which would otherwise have them

competing for resources, or confronting and trying to find a creative solution to an

interpersonal problem.

Compromising is intermediate in both assertiveness and cooperativeness. The

object is to find some expedient, mutually acceptable solution which partially

satisfies both parties. It falls on a middle ground between competing an

accommodating. Compromising gives up more than competing but less than

accommodating. Likewise, it addresses an issue more directly than avoiding, but

doesnt explore it in as much depth as collaborating. Compromising might mean

splitting the difference, exchanging concessions, or seeking a quick middle-ground

position.

Adapted from The Leadership Center at Washington State University Conflict Management Survey which is *Based on Jay Halls Conflict Management Survey: A Survey of Ones Characteristic Reaction to and Handling of Conflict Between Himself and Others (The Woodlands, Texas: Telemetrics International 1969)

Conflict Management Reflection/Self-Analysis Paper

What was the conflict management style identified for you in Module 2:  Conflict and Conflict Management Styles? (found at:  https://www.softchalkcloud.com/lesson/serve/9mlAyVhPfbL3DX/html)

After the virtual lesson and completing the conflict management virtual simulation, what do you think are your strengths in conflict management?  Identify and describe these strengths in a paragraph reflection/self-analysis.

After completing the conflict management virtual simulation, what do you think are your areas for improvement related to conflict management?  Identify and describe these areas for improvement in a paragraph reflection/self-analysis.

How will you improve your conflict management skills in the workplace, based on your answer to question number 3?  (one paragraph)

Describe your views on conflict in the workplace (about one paragraph