Conflict is a collision of interest, ideas, and opinions; there are many forms of disputes, and we can never escape them to (Coleman, Deutsch, & Marcus, 2014 ). Disputes occur daily, and they might be caused by home, race, class, standing, political, and worldwide. Struggle in gatherings regularly follows a particular course. Personally, conflict occurs when peoples' opinions are inherently incompatible. However, several people usually relate conflict with physical fights. This is not usually the case as inappropriate communication behaviors seem to be the major cause of interpersonal disputes.
Criticism while communicating when the grievance centers on an individual's character or character, instead of on specific conduct. Criticism can be defined as the act of disapproving someone or something on the basis of your own perception . This can be done either verbally or non-verbally . In general, reactions will be general protests about an individual's worth instead of attention on the point. They regularly appear to be close to home assaults and along these lines will, in general, excite the circumstance. For instance, in a company, one of the employees has a poor history of missing vital deadlines. Then, in addressing the issue, the organization’s manager says, “I need to see your stuff done without hesitating. I least expect you to have had trouble fulfilling that.” Such utterances will automatically lead to a dispute. A non-verbal scenario of criticism that might lead to a disagreement is when a business manager is addressing the employees on trying to adopt a new method of marketing, and even before completing the speech, and the employees start fidgeting on their seats (Cassuto, 2019) . Disdain is another form of communication behavior that causes disputes . It can be defined as a feeling that something or someone is not worthy . This can incorporate ridiculing, utilizing mockery or jokes to ridicule the other individual, and the utilization of nonverbal prompts to flag a low assessment of the other individual, for example, eye-moving, jeering or sneering. (Wilmot and Hocker, 2018). They can likewise incorporate public ridicule of others and urging others to do likewise, for example, making somebody the victim of the joke. Hatred capacities to put down and corrupt the other individual.
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Communication behavior entails how individuals express their thoughts, ideas, and concepts, either through non-verbal or verbal communication. In this context, communication behaviors might affect interpersonal relationships either positively or negatively. In any communication, it is recommendable that both parties be keen in the choice of words and non-verbal expressions to avoid getting into a dispute . Non-verbal communication entails facial expressions, and body language, posture and orientation. If non-verbal communication fails to appeal, it may result in conflict. However , despite the mouth talking, the body language determines it all and may send different signals to the other person. Verbal communication still can be a source of conflict among the family members. Concisely, good communication behaviors attract a more harmonious conversation while poor communication behavior often end up with a dispute . For instance, aggressive communication where one person seems to be angry and how they express their idea in a high tone while communicating.
In addition, preventiveness is considering yourself to be a casualty and rejecting obligation for your practices (Londahl, Tverskoy, & D’Zurilla, 2005). Rather than transparently tuning into concerns and recognizing the requirement for change, cautious individuals whimper ("It is not reasonable"), rationalize ("It is not my deficiency"), and react to objections with grumblings ("Maybe my composing's not all that great. However, yours is not all things considered"). In general, individuals will be especially inclined to guarded practices about reactions when they comprehend that the analysis has merit. Yet, they would prefer not to acknowledge obligation regarding changing their conduct.
Communication behaviors affect interpersonal relationships. For instance, using polite language is likely to keep interpersonal relationships healthy, while using rude language ruins the relationship (Coleman, Deutsch, & Marcus, 2014). Let take, for instance, a manager who shouts at the employees and talks to them politely. In this case, using polite language is likely to have good interpersonal relationships with his or her subjects. Moreover, good communication behavior, such as using a good choice of words, strengthens the interpersonal relationship and vice versa when one does not speak out the right choice of words while communicating.
Age also affects interpersonal relationships. It is believed that moving the concentration from the end of contention to contention administration requires a superior comprehension of the contention wonder (Cahn, & Abigail, 2007). The elderly also are not likely to engage in rude responses hence the low possibility of bad interpersonal relationships. Thirdly gender, it is evident that ladies experienced more clashes over sexual orientation job generalizations than men. Sexual orientation job generalizations cause issues if the generalization has little to do with the work's prerequisites. Also, the difference in cultures triggers conflicts, people in an organization with different cultures are likely not to have a relationship. Race differences have always divided humankind, especially the whites and the blacks (Kim, & Markman, 2013). Conflict tends to arise because of the disparity of resources. Whites have a lot of resources, and sometimes they oppress the blacks. During the slave trade, the blacks worked for whites; therefore, such scenarios create interpersonal conflicts.
For an interpersonal conflict to be solved, one should adopt accommodating other peoples’ ideas. This technique is where one is allowed to express himself or herself by avoiding bias (Londahl, Tverskoy, & D’Zurilla, 2005). Here, the accommodator is likely to compromise his or her ideas or choices to please the other person. For instance, the mother and the son are out shopping in the grocery, the mother knows his son likes apples, but she does not like mangoes. If the mother is an accommodator, she will tell her son, “let us buy apples; they are good.” She wanted mangoes, but she has to accommodate the choice of her son. In such a situation, a dispute would have been resolve. The son will not get a chance to pose any claim, and since the mother, in this case, is the accommodator, she will overlook purchasing mangoes without any discomfort.
Another dispute resolving strategy can be, collaborating. In this type of strategy, a solution is found that will satisfy both the disputing parties. For instance, the husband loves traveling to places over the holidays, while on the other hand, the wife prefers house parting during holidays. The holiday has approached, and the two need to be together. In this situation, to settle the conflict, the two have to forego all their hobbies and choose another alternative that suits them all (Hsu et al., 2020).
Every family should come up with a mechanism to solve family related disputes. These mechanisms may include mandatory family social gatherings. By bringing the family together, the disputes in the family can be settled. Most family conflicts result from inheritance matters and hatred from the previous generation by the millennials (Kim & Markman, 2013). Solving this kind of conflict can be through engaging every family member in dialogue while developing measures to avoid interpersonal conflicts.
In conclusion, disputes cause disharmony in society and bad relationships between people. It is therefore important to adopt good communication skills and behaviors to avoid conflicts. Solving conflicts requires one to develop strategies on how to handle conflicts whenever they occur.
References
Cahn, D. D., & Abigail, R. A. (2007). Managing conflict through communication . Pearson/Allyn and Bacon.
Cassuto, L. (2019). “We Gotta Get Out of this Place”: Literary Criticism in the Academic Workplace. American Literary History , 31 (2), 287-295.
Coleman, P. T., Deutsch, M., & Marcus, E. C. (Eds.). (2014). The handbook of conflict resolution: Theory and practice . John Wiley & Sons.
Hocker, J. L., & Wilmot, W. W. (2018). Interpersonal conflict (10th ed.). New York, NY: McGraw-Hill.
Hsu, J. B., Lin, C. F., Chang, Y. C., & Pan, R. H. (2020). Using independent resource allocation strategies to solve conflicts of Hadoop distributed architecture in virtualization. Cluster Computing . https://doi.org/10.1007/s10586-020-03206-y
Kim, K., & Markman, A. B. (2013). Individual differences, cultural differences, and dialectic conflict description and resolution. International journal of psychology, 48 (5), 797-808.
Londahl, E. A., Tverskoy, A., & D’Zurilla, T. J. (2005). The relations of internalizing symptoms to conflict and interpersonal problem solving in close relationships. Cognitive Therapy and Research, 29 (4), 445-462.
