Response to Kamal’s response to HC1 Leader post 7.1

This is a response to the post found at https://create.twu.ca/ldrs501/category/health-education/page/4/

Conflicts happen when two different opinions clash or when opinions are not received the way they should be which creates misunderstandings. To avoid miscommunications, one must have a clear idea in one’s own mind. May seem silly, but there are several times when people are in “self-conflict” more than they are in conflict with others or with the organization. As defined by Dictionary.com, self-conflict means “mental struggle arising from opposing demands or impulses”. Research suggests, resolving self-conflict, helps to develop cognition, “creative ideas and solutions” (Adams, n.d.) to solve external conflicts. Hence, I believe acknowledging employees about self-conflict, training them to deal with it can significantly upskill them to be able to critically look their dilemma through others’ lens, recognize ideas and assumptions progressing in self-improvement. However, the bottom line to tackle any conflict is “understanding shared knowledge within the team” and “thinking systematically” (Hughes, Beatty and Dinwoodie, 2014).

References

Adams, L. (n.d.). How Do You Deal with Inner Conflict? Retrieved from http://www.gordontraining.com/free-workplace-articles/how-do-you-deal-with-inner-conflict/

Hughes, R. L., Beatty, K. C., and Dinwoodie, D. L. (2014). Becoming a strategic leader: your role in your organization’s enduring success (2nd ed.). San Francisco, CA: Jossey-Bass.