Psychology Essay: Decision Making In Groups.

What in the material on "Groups" did you find useful? How will you apply it in your life?

The material brought out how effective brainstorming can be when making decisions within a group setting, in which a large number of ideas or alternatives can be given in a short time period. For this to be carried out effectively, the material broke down brainstorming into two stages:

• Idea Generation: No ideas are rejected in the initial round, and ideas flow freely as a result.

• Assessment: Each alternative is assessed by the group for feasibility.

I also liked the nominal group technique, which is very similar to brainstorming, except it uses an anonymous approach to reduce conflict between individuals, like so:

After a problem is presented to a group, each member offers ideas for solutions in writing, and the ideas are presented anonymously to the group and discussed. This technique is very effective for groups that, while needing to make decisions together, have not necessarily bonded and achieved a cooperative spirit. It permits issues that are pertinent to the group as a whole to be examined separately from the involved personalities.

I can see myself making practical use of both of these, whether it's with a professional committee, or my family - but I especially admired the nominal group technique. As we all know, just because conflicts arises, life doesn't stop; things still need to be done, and decisions still need to be made. The nominal technique helps you to focus on these decisions, and not the people involved, when doing so is a challenge.

I was introduced to brainstorming back when I was in primary school, so I grew up knowing how effective that technique is, but the nominal technique is new to me. Communication was not a very strong positive point in my household growing up, so anything that promotes positive communication - especially when conflict arises - is of great value to me.

Psychology Essay: Group Conflict.

What will you take from the material on "Group Conflict" that you will apply in your own life? How will you apply it? What are you already using/doing now that is effective? Give an example.

As everyone knows, conflicts and disputes exist everywhere, among all people, and they are an inevitable part of life. Group conflicts involve several elements - including emotions, needs, perceptions, power, and values. Emotions and feelings can complicate or create conflicts, particularly when suppressed or ignored, and are strongest when issues of personal expression, self-concept, shame, and pride are involved. They also often lead to anger and potentially violent outbursts. Power also influences conflicts, and the misuse of power causes conflicts.

The material also brought out this good point:

Even when there are measures in place to prevent failure - trust, reliable avenues for communication, a competent leader, and a sense of how to resolve conflicts over group goals and personal issues are necessary.

Covey’s seven-habit philosophy is a useful tool for managing and avoiding conflict. As he brings out in his book, the process of honest and open communication and an attitude of seeking understanding lead to more effective and constructive interactions among people. It's also very important to learn how to think win-win, as opposed to win-lose. Look for solutions that are mutually beneficial.

A common response to conflict is the "fight or flight" response. By default, most people tend to either respond aggressively [i.e., forcing and competing], or otherwise, retreating [i.e., remaining silent and giving in] - but neither fighting nor fleeing is a constructive response to conflict. Instead of thinking fight-or-flight, think unite.

One important thing in particular that I would like to bring out about being competitive within the group that one should be working with, and not against - analyze what competition is for a moment. Competition is a struggle between members that determines which viewpoint is dominant without permitting the option of compromise. While having a competitive edge in business is good when dealing with competition, it can destroy the social bonds that preserve the group [i.e., lack of progress and resentment] if directed towards one's team and especially if left unchecked.

I really liked this point from the material this week:

Compromise and collaboration tend to generate mutually satisfactory outcomes. Collaboration involves three elements:

• Confrontation
- Open and honest acknowledgment and addressing of problems.

• Integration
- Examining options and decision making.

• Smoothing
- Calming upset feelings and renewing relationships.

It is generally the result of honest mutual concern about the issue and the welfare of all the group members - and it usually results in a win-win solution, fosters commitment and positivity, and reduces conflict.

This goes beyond business; this can definitely be applied into daily, personal life. This is wonderful advice for sorting out conflicts of all kinds. Personally, I'll admit that when I feel unheard, my default reaction is a defensive one - and this stems from a feeling that no one else will do this for me. It's a reaction rooted in fear, more than anger. The material on integrating differences is very practical knowledge, and helpful to me, personally. Mary Parker Follett emphasized creative and mutually beneficial solutions - "this approach focuses on not merely collaboration and cooperation between parties, but also recognition of the needs of both and an intent to meet both sets of needs."

To my credit, it's safe to say that I'm fairly good at not lying to myself; I call it like I see it, even with myself. Maintaining meaningful relationships is important to me, because I value the input from people that I love and trust. Only to a point, do I now accept the 'take me as I am' mentality that so many people place value on - while I do get the point of what many people are trying to get across by that statement, I don't allow myself to use this as an excuse for not building character. I'm always interested in bettering myself - and I know I'm not perfect, so the reality is, there will always be need for improvement - therefore, I'm going to try my best to keep improving. Therefore, I value constructive criticism, and I am open to what people honestly tell me out of love.

I also am fairly good at demonstrating empathy. I try my best to be there for people I care about, and listen to them; I highly encourage others to develop [and hold onto] this beautiful quality, as well. I've managed to hold onto it, despite how some people have taken it for granted and abused it in the past, and I'm so glad that I have. I know for a fact that the rewarding relationships I am now able to enjoy, would not be the same without it, and I know that I am a better person for having it.

Psychology Essay: Conflict Resolution.

How will you use the material on conflict resolution to improve the way you handle conflict?

The truth is, conflict is a fact of life. We've all seen situations that have led to conflicts, and we all know the personal animosity that can result. Believe it or not, though, conflict actually can bear positive fruit - if resolved successfully. For instance, it can lead to increased understanding, increased cohesion [i.e., teamwork and respect], and improved self-knowledge. However, if not handled effectively, the results can be very damaging, and lead into a vicious downward spiral of negativity, recrimination and retaliation.

Above all things to avoid is force, or coercion; this involves compelling a person to do something s/he does not want to do through threats, intimidation, pressure or violence. This is self-defeating because it may result in discontent, counter-force, and renewed future conflict.

Make sure that good relationships are the first priority.

• As far as is possible: Be calm, be patient and have respect.

• Keep the discussion just that - a discussion. Not a debate, not confrontational.

• Do your best to remain courteous and constructive - not destructive - under pressure.

• Learn to separate the person from the problem - focus on the issue, not the individual. Recognize that real and valid issues may lie behind that person's position, so pay attention to the interests that are being presented.

• If you listen carefully [with empathy], and talk second, you'll most likely understand why that person is adopting that position.

• When you do talk, make sure that you use an adult, assertive approach rather than a [self-defeating] submissive or aggressive style.

• Focus on setting out the facts: Agree to the problem; identify the issues clearly and concisely; clarify feelings.

• Lastly, remain flexible in negotiating a mutually-satisfying solution.

This information is definitely practical, and while I'll be the first to admit that I'm not anywhere near perfect, I honestly really do try my best to follow these rules as much as I can. If people focused more on solutions instead of wallowing in their injured sense of pride, or obsessing over selfish interests, than the world would be a much nicer place to live in. While we can't change the entire world, we can at least do our part, and if these rules are followed, then conflict - both met in professional and in our personal lives - can be resolved effectively.