Whether it is projects the company should undertake, power struggles, or differences in employee personalities, conflict is something that cannot be avoided. It is important that managers and employees understand how to deal with conflicts in a healthy way and how to work together to find solutions to problems that arise. Each person has their own unique approach to conflict management and I am no different. There are different types of conflict, so there are different approaches to trying to resolve it. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Cognitive conflict is the most positive type of conflict, where there is difference in opinions or decisions, while affective conflict is based more on emotions and can be more harmful. For both types of conflict I like to use dialectics. I want both sides to be able to sit down and help everyone understand the pros and cons of each alternative. After all parties have presented their case, the group can together choose the best course of action based on the information presented. If there are zero or few conflicting opinions, I often like to use the devil's defense to ensure that people understand the downsides of all ideas and avoid making a decision blindly. The most common form of approach I use is compromise. In compromising, both sides must give up part of their idea so that the group can come to a more collective decision. I am convinced that more people can usually come up with more ideas and solutions than one person working alone, thus finding the best one possible. When I was the philanthropic president of my fraternity, my committee was split down the middle on the design of the t-shirts we sold. One side wanted a blue t-shirt with green and red letters, while the other side wanted a white t-shirt with purple and pink letters. In the end we decided on a white t-shirt with green and red letters and both parties were happy with the decision. They had to give up part of the t-shirt design to find the solution, and the final design was the best we could have made. The least common form of approach I use to manage conflict is competition. I don't have a dictator personality and I don't care if I always get every single thing I want. In my experiences working under a boss or manager, I was usually much lower on the company totem pole than them, so I simply listen to what they tell me, even if I don't agree. In cases where I have been responsible for other people, most of the time our group has come to a collective opinion on how to resolve our conflicts. I wanted to show them that I respected their hard work and commitment, as well as their opinions, by giving them a voice in the decision-making process. Ultimately I had the final say, but most of the time the rest of the group agreed. There are many things I can do to become effective at managing conflicts. I need to develop a strong personal framework for handling conflict management that can help me make decisions in a timely manner. It is important to show respect to each member of the group and allow them to express their concerns and provide feedback. I can get better at being more vocal and confident in my opinions and not just following what the group thinks. I can do a better job avoiding emotions and making more impartial decisions. In conclusion, there are several aspects of my personal approaches to conflict management that I like, and others that I need to work on and improve..