Overview
It is important to unmask myth and separate it from truth. Remember that not all conflict is destructive to relationships; consider the positive outcomes when group members share differing opinions during the problem-solving process. The new information that surfaces can improve relationships through greater understanding (social dimension). It can also lead to better decisions (task dimension). However, when we operate on myths as though they are accurate, it can lead to ineffective engagement of conflict. Here are several sets of common myths.
[Image unavailable: Myths about conflict: Conflict is dysfunctional in the workplace, conflict represents communication breakdown, if avoided conflict will eventually go away, all conflicts can be resolved, and conflicts always result in a winner and a loser.]
In the text, three myths about conflict are presented (under Myths of Conflict). They are:
- Avoid conflict at all costs.
- Conflict is always someone else’s fault.
- All conflict can be resolved.
Here is what I would like you to discuss – think of a workplace connection/interaction you had during which you considered one or more of the myths, listed or shown above, as true rather than as a myth. In your post describe the conflict and include whether it was procedural, substantive, or interpersonal (see Chapter 10 in our text - Three types of Group Conflict). Then focus on the process and outcome of the conflict by responding to the question:
What was the effect of your belief or the belief of your partner on the way you managed conflict in your relationship?