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This paper will talk about the chapter 15 where definition, transitions, and processes of conflicts are taken up. When we think of the word conflict, we usually say about the negativities of the word such as imbalances, misunderstandings, miscommunications, etc. Though conflict can tell us negative aspects of our everyday life in terms of our relationships with people, studies, organizations, and others, there are also positive sides of conflicts that were tackled in this chapter.

According to this chapter, conflict can be defined as a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. Through this definition, we can see that conflict occurs within two parties and not on individual behavior. Therefore, there would be conflict if there were causes, so the conflict can be said as the effect of any unpleasant actions of the first party to the second party.

We all know that conflict is already part of human life where there are misunderstandings, disagreements, etc. especially when it comes to group organizations in work, religion, or academe. Like many of us, I also experienced conflict in my organization. I am a neophyte of the organization and would like to be part of it so I work hard and do the best thing that I could to impress my heads. However, it was still unimpressive actions for them because they still look for something more on what I could give to the organization.

Conflict started there – where one of my head and I started to be irritated with one another because she is the one who handled me and I start asking a lot of things in terms of my performance and status as an applicant/neophyte of the organization. What she did to me was, she ignored me and make fun of me but I am so determined to be part of the organization so I made the conflict as a challenge to be one of the members of the organization. I started chattering with other members of the group, asking them about the best way to make the heads impressed on my performances.

I was still hesitated to ask my head but I prepared myself to any words or actions that she may say. I talked to her with sincerity and eagerness to be part of the organization. She saw my conviction and soon, she worked on me and made me part of the organization. I can say that this experience was fit in this chapter because this experience was all about conflict. I take my view of conflict from the interactionist view where they perceived conflict as a positive aspect of human life.

Though conflict between my head and me was irritating and destructive, I look it in a positive side and make it as a challenge to undergo process that will lead to success. If I used conflict as a negative aspect like the traditional view of conflict, I may quit to my application to the organization and would not be part of it, which I will regret soon. There are people today that still view conflict as a negative phenomenon of reality but if we take it critically with the help of long-term perception, conflict has its positive side that will help individuals learn their extremities and skills.

Interactionists do not say that conflict is always good as well as I but it was right that conflict would not emerged if it has no positive-negative reaction to people like cause and effect reaction that is natural in our lives. As a whole, conflict will always be conflict in everything we do. There will always be people who have misunderstandings, miscommunications, disagreements, etc. but there are options that need to think of. Let us take those negative thinking to positive thinking because it will help us to become better individuals and performers.

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