Get help from the best in academic writing.

Communication and Problem Solving – Part Two Compare and Contrast Essay

Table of Contents Introduction

The Competitive Style

The Collaborative Style



Introduction Conflicts have always been there in the history of mankind. These conflicts need to be resolved as quickly as possible for life to continue normally. Families, organizations and the society in general experience conflicts at some point (Mind Tools Limited, 2011). A conflict can turn out to be positive when viewed from the right perspective.

When conflicts occur, they bring out some problems which could not be noticed before. When conflict resolution occurs successfully, the problems brought to the surface are also solved along leading to many unexpected benefits (Mind Tools Limited, 2011).

This paper is going to highlight two conflict resolution styles developed by Thomas and Killman. These two sociology scholars developed five styles of conflict resolution but this paper is going to discuss the competitive and collaborative styles (Mind Tools Limited, 2011).

The Competitive Style This is one of the five styles of conflict resolution developed by Thomas and Killman. In this model, those people aligned to the competitive style always declare firm positions with a clear knowledge of what they want (Carney, 2008). Those making decisions operate from a position of power and influence.

This model is very useful in cases of an emergency when decisions need to be made as fast as possible (Mind Tools Limited, 2011). This style is also very useful when wrong decisions have been made and the people are facing exploitation.

It is important to note that this style can only be applied when quick decisions are needed (Carney, 2008). In this style, a leader is expected to come up with a firm decision regardless of whether the decision pleases everyone or not. There are always no negotiations and consultations in this model of conflict resolution.

The Collaborative Style Those people with an aim of meeting all the needs of stakeholders prefer using the collaborative style. Compared to the competitive style, the people using the collaborative style acknowledge the importance of everyone in the group and cooperate with everyone.

Get your 100% original paper on any topic done in as little as 3 hours Learn More This does not take away the fact that they can also be very assertive at times (Mind Tools Limited, 2011). When bringing together a variety of divergent opinions in order to come up with the best solution to a problem, the collaborative style is normally very useful.

This method is very important especially when there have been previous conflicts in the group. When important decisions need to be made, wider consultations and collaborations are always needed. The collaborative style gives room for consultation which is vital in making quality and satisfying decisions (Carney, 2008).

Conclusion Conflict resolution styles normally vary according the situation at hand and its context. According to the two styles highlighted above, it is evidently clear that the collaborative style is the one suitable for team environments. Groups are always prone to conflicts because they comprise of different individuals with divergent personalities and interests.

To bring these people together, a conflict resolution style that acknowledges the views of everyone in the group is needed. In a team environment, it is important that the decisions made do not leave some members unsatisfied.

References Carney, S. (2008). Conflict resolution styles. Web.

Mind Tools Limited. (2011). Conflict resolution. Retrieved from

Communication and Problem Solving – Part One Essay

Nursing Assignment Help Communication is the process of conveying information from one person to another. It is a two way process because it involves listening and reflecting the responsibility of speaker or listener, its clear, and uses proper feedback, whereas problem solving is a mental process and involves finding the problem and solving it.

All these concepts are important in health care teams. When issues are analyzed and people reach to a mutual understanding, problems will not arise. In this case, we perceive and solve a problem of the present situation and the desired goal.

In this light, problems in the health care team were caused by conflicts which involved the following: competition that occurred when a person was trying to achieve what another person was trying to accomplish, when team members were treated differently especially by leaders, incompatibility of aims and objectives in a group, ethnic differences, and a clash on peoples’ beliefs.

In essence, conflicts arise when people feel threatened regardless of whether the threat is real or not (Cornell, 2010).

Communication in problem solving was important in solving the conflicts because solutions depend on how team members relate. With reference to group management, the steps of problem solving are discussed here. The first step is problem orientation, which involves accepting that a problem is within the team.

Each problem is tackled with confidence and willingness to take the best action and devote time to arrive at a solution. The communication should be started in a positive way; this can only be achieved by avoiding finger pointing.

Pawar (2007) expounds that good listening skills are applied in conversations and time should be given for discussion if there is much pressure to arrive to a solution and if the matter is too emotional it can be discussed later when people have cooled down. People should treat one another with respect especially if the issue being discussed is critical hence kindness must be maintained all through.

Get your 100% original paper on any topic done in as little as 3 hours Learn More The next step is problem definition, which entails understanding the problem and knowing the cause of the current situation. This involves thinking about the problem, understanding it, and determining why the situation is distressing.

This is vital and this is done by writing down the problem, discussing the problem with the idea of a positive outcome, and listing down the facts leading to the problem. Each idea is evaluated carefully and problems should be discussed one at a time because when many issues are raised they might cause confusion. In doing so, a feasible solution can be realized.

Generation of alternative solutions is another step which involves taking measures of what can be done to work better. Possible options are written down and implausible ideas discarded. The next step is decision making which entails thinking about the discussed option and how to implement it and considering the likelihood that each option has in achieving goals.

Solution implementation comes in when all the options are discussed, while examining the chosen solution, and how it is solving the problem. If a solution is not easy to implement, other options are considered, thus making the team to solve the conflicts.

In conclusion, solving problems is not an easy task, and may take several solutions before it works. Listening is the best skill applied in communication and problem solving involving health care teams. This is because it demands that we set aside our agendas and thoughts and put ourselves in other people’s situation and see the world through their eyes.

This requires that we suspend conclusion and approval to understand another person’s point of view. We should understand each others attitude, behaviours and motivation; in this case we will have an inner understanding of the problem and the solution to reaching into an agreement.

When we listen and communicate effectively, we have a deeper understanding of another person’s perception and thus we are able to work with people who have different opinions, values, beliefs and needs than our own.

We will write a custom Essay on Communication and Problem Solving – Part One specifically for you! Get your first paper with 15% OFF Learn More References Cornell, K. (2010). Webkaizen, Faster Cheaper Problem Solving for Business. Omaha NE: Prevail Digital Publishing.

Pawar, M. (2007, May). Getting Beyond Blame in Your Practice. Family Practice Management, 14(5), 30-34. Retrieved from