The 5 Difficult Questions to Ask Yourself During a Conflict-The Looking Glass-Medium It occurs more frequently than is acceptable to confess. A vs B, you versus me. We disagree, therefore I'm irritated, then I go home and practice that age-old skill of blaming the other guy... This is the Year of the Looking Glass. Register or Register Free! - What is the meaning of life? Why are we here? Is there a God? These are some of the questions that have been around since ancient times. And they still aren't answered completely today. But we do know some things about them. We know that many religions talk about a god who created us and wants us to love him/her back. We also know that not everyone believes in this kind of god. There are people who believe that there is no such thing as a god or gods. They may call themselves atheists or humanists. There are also people who believe in many different gods. They may worship one god out of respect for others who don't believe as they do. However, there are also many people who feel guilty about not believing in God, so they create their own version of heaven and hell using drugs, alcohol, and violence as a guide.
People need to decide for themselves what role if any religion should play in their lives.
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Be confident. There are three approaches to dispute resolution: assertion, aggressiveness, and deference. Assertion is the most effective method because it shows that you are not afraid of your partner. You make your position clear by saying what you want and why it is right. Aggressiveness is used when you want to get back at someone who has offended you. With this approach, you try to hurt them as much as possible. Deference is necessary in a group setting. Everyone must be treated equally, even if one person is less important than another.
Use logic. All conflicts can be resolved with logic and reason. It is important to be able to explain your point of view clearly and simply. Most people prefer simple explanations that they can understand.
Listen carefully. Everyone has a story to tell. If you want to resolve a conflict, you have to know how each party involved in the conflict feels about it. Listen carefully to what others have to say and ask questions if needed. This will help you find a solution that everyone can agree on.
Take action. In order to resolve a conflict, you have to take specific steps toward this end. Make a plan to move forward.
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According to Kenneth Thomas and Ralph Kilmann's research, there are five broad methods to conflict based on assertiveness and cooperativeness: Keeping away from (low assertiveness and low cooperativeness) Comfortable (low assertiveness and high cooperativeness) Making peace (high assertiveness and low cooperativeness) Fighting (high assertiveness and high cooperativeness) Surrendering (high assertiveness and cooperativeness).
I use the four step process of listening, understanding, responding, and moving on to resolve conflicts.
The first step in any conflict is to listen. You should try to understand what has caused the conflict in the first place as well as what is causing it now. Only then can you respond appropriately and effectively. If necessary, move on by leaving the room or changing the subject.
It is important not to get involved in the conflict itself. Keep your opinions to yourself and focus on what the other person is saying rather than trying to convince them of how things should be.
If the conflict is between two people, they may want to fight or surrender. If this is the case, you need to stand up for yourself even if the other person doesn't.
Regardless of your dispute resolution approach, use this four-step C-A-L-M procedure. Spend time understanding the disagreement from your own point of view and planning your approach to the dialogue. Pay attention to the underlying interests, needs, and concerns. Find a solution that addresses these factors.
The goal is simple: Understand each other's positions without criticizing or judging them. Then find a solution that both parties can accept.
1. Clarify the conflict: Ask yourself what you don't understand about why this issue is important to him or her. Write down the main points made by each party. You may need to have several conversations with different people for this step to be successful.
2. Analyze the situation: Consider the following questions: What are my interests in this matter? What needs does it satisfy? What fears does it raise? What options are available? List all possible solutions and explain why they might work or not work.
3. Choose a method: Discuss different methods for resolving the conflict and choose one that fits the circumstances.