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Answer the 3 questions below and reply to each student.

Student Reply must be over 200 words.

Make sure all student replies you start it with Hello (Student Name),

Question 1:

There are many different types of conflict and many ways to resolve them. Communication is the most important component in managing conflicts and working on a resolution. Visit Slideshare (Links to an external site.)Links to an external site. and review several presentations regarding conflict resolutions or managing conflict. Select one presentation to share with the class.

Provide the link, the title of the presentation, the author, and a brief summary of the presentation. Identify why conflict occurs and the communication processes used to manage or resolve conflict.

Your initial response should be 250 – 300 words and must be posted by Thursday, Day 3. Respond to at least two of your classmates’ postings with a substantial response by Monday, Day 7.

Student Reply 1:Trella Smithson

In the video How to Overcome Friendship Challenges by psychologist Eileen Kennedy-Moore, the author discusses ways children have difficulties making and retaining friends. The video can be accessed through the following link: https://www.slideshare.net/simonschuster/how-to-ov… (Links to an external site.)Links to an external site.. In this video, the author discusses three ways to help our children overcome conflicts. The three challenges that she discusses are doing too little, doing too much, and being out-of-sync. She gives parents suggestions on how to help their child overcome each of these challenges. As indicated in our text, “Skills are not innate; they are learned. We develop them through experience” (Cahn & Abigail, 2014, sec 1.3). The author of the video is also sharing this information. For the first challenge that she mentions, doing too much, she tells us to teach our children how to greet people, ask new people questions showing you are interested, and teaching your children how to compliment others to show that you like them (Kennedy-Moore, 2017). Children who are shy and have a hard time making friends because of it must learn the skills of interacting with others.

The second challenge that Dr. Kennedy-Moore (2017) addresses is doing too much. In this case, the children are impulsive and clingy. These children need to recognize the “triggering event” (Cahn & Abigail, 2014) that is causing the challenge and overcome this event. As the author of the video stated, the child needs to learn to recognize stop signals from others and learn less disruptive ways to connect with others. These kids need to recognize the behavior they are exhibiting which triggers conflict between them and others. Once the children know this, they can change the way to approach they are taking so that they do not “put off” the other children. Parents need to teach this to the child.

The last challenge that the author of the video addresses is being out-of-sync. In this scenario, the child has habits that are unbecoming to his or her peers. They may brag, have younger interest than their peers, or may have some other off-putting habits. In this case, the author suggests teaching the child how to find common ground and helping them to match the emotional tone of the conversation or sliding into a game without interrupting (Kennedy-Moore, 2017). In our text, Cahn & Abigail states that “We want to underscore the fact that interpersonal conflicts occur with people who are important to us and who we expect to continue seeing or working with in the future” (2014, sec 1.2). Developing a relationship with other children is important to children. These are the kids that they see and interact with every day, so they need to learn how to effectively interact with them. The parents need to recognize what is happening and to teach our children how to change their habits that others may find offensive or off-putting.

References:

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication (5th ed.) [Electronic version]. Retrieved from https://content.ashford.edu/ (Links to an external site.)Links to an external site.

Kennedy-Moore, E. (2017, December 18). How to overcome friendship challenges [Video file]. Retrieve from https://www.slideshare.net/simonschuster/how-to-ov…

Student Reply 2: Cindy Clement

I chose the presentation Managing Conflict presented by Britt Andreatta. This presentation provided an overview of various aspects of conflict and how to handle that from a leadership perspective. The first section focused on how people’s emotional state and past experiences with conflict shape their reaction to conflict. This can either lend itself to dealing with conflict in a positive or negative manner depending on what was modeled in the family environment. Andreatta went on to describe two types of conflict which are toxic and healthy conflict. Toxic conflict is highly emotional and personally attacks the other person through name calling or undermining behavior. Healthy conflict is the goal leaders should utilize and provides an opportunity to encourage and model healthy debate among employees. A tool to help people uncover their conflict style was also discussed. It is the Thomas-Kilmann Conflict Instrument. This tool helps people understand their own style of conflict management. There are five basic communication processes that can be used to resolve or manage conflict. Those include avoiding, accommodating, forcing, compromising & collaboration. As a good leader, the goal is to help people to get to collaboration when trying to resolve conflict. (Andreatta, 2018).

According to Cahn, interpersonal conflict occurs when a situation arises that is problematic for one or both parties and includes four characteristics. These characteristics are that the two parties are interdependent of each and both parties perceive that their goals are incompatible. They also believe that the incompatibility over the issue will have an adverse effect on the relationship. Lastly, there is a sense of urgency to solve the problem (Cahn, 2014).

The two communication processes that are used to manage conflict are the linear model of communication and the transactional model of communication. The linear model focuses more on the accuracy of the communication and if what was intended by the sender was accurately received by the receiver (Cahn, 2014). This is not the preferred method of communication during conflict because it takes the approach of one person “doing something” to the another. Rather the transactional model of communication puts the emphasis on trying to manage and coordinate the messages so that each person can gain a better understanding of the other and create a shared meaning (Cahn, 2014). This approach ties into the healthy conflict reviewed in the video because it takes a much broader view of the entire conflict with the goal of finding not only a solution to the conflict, but understanding each other and preserving the relationship.

References

Andreatta, B. 2018. Managing Conflict: Leading with Emotional Intelligence. Retrieved from https://www.linkedin.com/learning/leading-with-emo… (Links to an external site.)Links to an external site.

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication (5th ed.) [Electronic version]. Retrieved from https://content.ashford.edu/

Question 2:

Conflict can be productive. Although when most people are surveyed, they have a negative view of conflict.

Explain how conflict can have productive results. What are some skills needed to effectively manage conflict? Discuss why many people have a negative view of conflict. Identify ways that a person can begin to view conflict in a positive manner.

Your initial response should be 250 – 300 words and must be posted by Thursday, Day 3. Respond to at least two of your classmates’ postings with a substantial response by Monday, Day 7.

Student Reply 1: David Hillen

Week 1 discussion 2.

When it comes to conflict, whether it be personal or professional, can be seen as a negative experience that most try to avoid. Conflict itself is defined by our text as: “conflict is not simply a part of life; conflict is life—an everyday occurrence.” (Cahn, 2014. P.1.1). People experience conflict on a constant basis but it is important to resolve those conflicts due to the parties involved have an end goal or reason for the conflict.

The first thought that comes to mind when thinking of conflict is yelling screaming or fighting with another individual. For those reasons many people have a negative view of conflict and may try to avoid it entirely. This does not always have to be the case. Conflict can be seen as a healthy way to communicate a means to resolve an issue where both parties have different viewpoints and action tendencies towards the issue. For example, two individuals at work can have different views and ideas to solve a common problem and both think they have the better solution. This establishes the conflict aspect of a common goal. The skills needed to resolve said issue mutually can go a long way in resolving the current conflict, and others that may arise in the future. This can be achieved by open communication, hearing out the other individuals’ feelings and outlook towards the situation and finding a resolution together through mutual agreement. This is stated in the text to be the transactional model of communication which emphasizes on managing and coordinating the reason for the conflict through means of effective communication. Chan describes the skills needed as: “Both conflicting parties have a responsibility toward empathizing with each other, avoiding judgment, keeping an open mind, welcoming feedback, and realizing that both may have to adapt to resolve the issue.” (Cahn, 2014. P. 1.3). These skills are developed over time and through means of different interactions with different people. This can be difficult for some people due to the lack of interaction or want to make changes to hear other people out on their reasoning for feeling the way they do. This may be a major facet involving why people feel negatively toward conflict, they do not feel they should change their outlook to appease other individuals’ viewpoints towards a situation.

When it comes to conflict, it is something that all individuals deal with in different ways. Using the skills described in the text can be beneficial to both parties involved in the conflict due to in the end, there is a mutual understanding of the outcome. Other ways to go about it with some individuals is avoidance. This does not better a situation due to the conflict will arise again in the same manner or disguised as another entity entirely at some point in time. The skills described need to be worked on with others to find resolutions and productive conflicts to establish and achieve a common goal. Once these skills are developed, other conflicts that may arise further down the line will be more productive and beneficial for both parties allowing for less stress in personal and professional settings.

References

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication (5th ed.) [Electronic version]. Retrieved from https://content.ashford.edu/

Student Reply 2: Glade Cornelius

Conflict is useful and productive when it has a mutually beneficial resolution. When conflict is kept to a core issue and involves only the parties in conflict it reduces the cost to the parties and negative feelings involved, (Cahn, 2014). If managed correctly, conflict can be an opportunity to improve relationships, not hurt them. Most people will avoid conflict in order to maintain relationships in a status quo, but, by definition, they are also avoiding the potential beneficial effects that resolution can bring.

The text talks about effective conflict management being a process with five steps. Step one is the prelude to conflict which is described as a set of variables that enable the potential for conflict. These variables can disrupt the relationship of the parties involved creating the conflict as a result. The second step is the triggering event. This is the event that one or all of the participants can point to as the precipitating event that started the conflict. Not all participants may see the same event as the precipitating event. There can be multiple perceived triggering events among the participants, but it is the starting point for the conflict in their eyes. The third step is the initiation phase, which is when the conflict is declared in some way by one or more people involved in the conflict. Conflicts generally start this way. At this point the differentiation phase begins, and it is usually where a conflict becomes productive or destructive. While not expressly stated in the text, this is the argument stage of the process where those in conflict present their sides of the story. If the differentiation phase is disorganized and escalates, the conflict could be destructive. If the parties are willing to listen, exchange ideas, and not escalate too far, then the opportunity exists for a productive conflict that can heal and even improve the relationship. The last step in the process is the resolution phase. A good productive conflict can end with a win-win scenario where all parties agree that the conflict is resolved and are satisfied with the resolution. Other options include a detente of sorts where the parties have temporarily agreed to deescalate the conflict, but nothing about the prelude or initiation has changed, and the conflict could come back. According to the text, the worst resolution is when a dominant party believes the conflict is resolved but leaves the other parties aggrieved and without resolution, (Cahn, 2014).

As a person starts experiencing positive conflict outcomes, that person can start to lose their fear of conflict and begin seeing it as an opportunity to heal old wounds or repair relationships they didn’t know were broken. People can learn to master their fear of conflict, steer into it in a positive manner and affect a positive, productive outcome,

Question 3:

In Chapter 1 of the text, Managing Conflict Through Communication, the five stages in a constructive conflict process are explained. Write a paper in which you identify a conflict that you or someone you know has had and has already been resolved. Identify and describe the five stages of a constructive conflict process. Then, apply each of the five stages of a constructive conflict process to your example. Your paper should clearly identify each stage and provide details or examples for each stage. You can review Examples 1 and 2 on pages 15-16 of the text for ideas on how to organize this assignment.

The paper must be one to two pages in length (excluding title and reference pages) and formatted according to APA style. You must use at least two scholarly resources (at least one of which can be found in the Ashford Online Library) other than the textbook to support your claims and sub claims. Cite your resources in text and on the reference page. For information regarding APA samples and tutorials, visit the Ashford Writing Center (Links to an external site.)Links to an external site..

Carefully review the Grading Rubric (Links to an external site.)Links to an external site. for the criteria that will be used to evaluate your assignment.

 

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