This is\u00a0a response to the post found at https:\/\/create.twu.ca\/ldrs501\/category\/health-education\/page\/4\/<\/p>\n
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\u2019s own mind. May seem silly, but there are several times when people are in \u201cself-conflict\u201d more than they are in conflict with others or with the organization. As defined by Dictionary.com<\/em>, self-conflict means \u201cmental struggle arising from opposing demands or impulses\u201d. Research suggests, resolving self-conflict, helps to develop cognition, \u201ccreative ideas and solutions\u201d (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\u2019 lens, recognize ideas and assumptions progressing in self-improvement. However, the bottom line to tackle any conflict is \u201cunderstanding shared knowledge within the team\u201d and \u201cthinking systematically\u201d (Hughes, Beatty and Dinwoodie, 2014).<\/p>\n <\/p>\n <\/p>\n References<\/p>\n