What I have learnt about conflict style is based on the fact that the people have different personalities, especially on how they approach issues and offer real-time solutions to problems. In this context, a person could solve a problem addressed to him or her promptly on the basis of his or her professional competence and level of information acquired. On the other hand, Ayub et al. (2017) affirms that some people would consider taking some time in a bid to come up with solutions later, and this conflict styles purely relies on research and meditation techniques Consequently, other people would just avoid solving tasks bestowed upon them by recommending other personalities they would feel are quite conversant with the issue that requires a solution.
The fact that my conflicting style is collaborating that primarily echoes the sense of self-confidence and emotional release in moments that requires quick approaches to solving issues, it is in order to note that I still need to make changes, particularly on how I approach issues. For instance, I need to consider the fact that offering prompt solutions in urgent enquiries calls for collective responsibilities. In this context, Caputo, Ayoko and Amoo (2018) note that it is appropriate to note that when ideas of different personalities are presented on the table to give guidelines or offer a solution to a problem, then there exist higher chances of solving the issue at hand amicably.
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I intend to make the changes by engaging in discussions or rather public forums that require quick approaches to potential problems that affect humanity in real-world scenarios. By doing this and based on the research presented by Mehta and Sidhar (2017), I shall have a solid foundation to engage in a lot of listening that will eventually shape my ability to embrace and appreciate diverse personalities (Ayub et al., 2017). In summary, any person irrespective of his or her personality or rather conflict style needs to consider the fact that offering solutions to real-time problems is a shared responsibility.
References
Ayub, N., AlQurashi, S. M., Al-Yafi, W. A., & Jehn, K. (2017). Personality traits and conflict management styles in predicting job performance and conflict. International Journal of Conflict Management .
Caputo, A., Ayoko, O. B., & Amoo, N. (2018). The moderating role of cultural intelligence in the relationship between cultural orientations and conflict management styles. Journal of Business Research , 89 , 10-20.
Mehta, S., & Sidhar, R. (2017). Role of personality type and leadership style in the choice of the conflict handling style of the college principals and directors of the colleges in the state of Punjab. South Asian Journal of Marketing & Management Research , 7 (6), 138-154.
