Psychobiology approaches psychological questions by seeking explanations based upon the biological functions of the organism's nervous system, endocrine glands and genes. Topics include memory, vision and pain. Behavioral Sciences PSY Psycho-social influences on the developing psyche and behavior patterns of women and men will be investigated, as well as sex differences and the interaction of the individual with the environment.
Satellite Office on Centennial Conflict Resolution Even if you have the best intentions, you may disagree with others. This may lead to a conflict where both of you feel angry, upset, misunderstood or helpless.
The following suggestions may help you resolve differences so that you may continue with a relationship effectively. Truths of Conflict Resolution Conflict is both natural and inevitable. Perspectives are neither right nor wrong. There are many ways to manage conflicts.
Everyone needs control, respect, fairness, and space.
We often have the ability to influence others, but we rarely have the ability to control them. Types of Conflicts Intrapersonal — A conflict within a person such as a moral dilemma or making a decision.
Interpersonal — A conflict between two or more people. For example, siblings might disagree about using the car, a boyfriend might argue with a girlfriend, or a co-worker might be difficult to work with.
Intragroup — A conflict between individuals in a group. For example, a club raising money might not be able to agree about how to allocate the money.
Intergroup — A conflict between groups. For example, two clubs might dispute who gets to use a particular facility for an event.
Aspects of Conflict Negative Aspects Conflict can lead to negative feelings between the parties involved. Conflict can lead individuals or groups to close themselves off from one another, which sets a bad precedent for future contacts.
Conflict can waste time and energy if individuals use poor conflict resolution styles. Positive Aspects Conflict forces the parties involved to examine a problem and work toward a solution.
Conflict can help people to gain both new information and new perspectives, and can force us to explore new ideas. When conflict occurs in groups, working together to solve a problem can increase group cohesiveness. The desire both to confront and to solve a problem indicates concern, commitment, and a desire to preserve the relationship.
Making it Better or Worse Conflict usually escalates when Bystanders become involved and take sides. One or both parties feels threatened by the other. There is no interest or investment in maintaining the relationship.
The acting out of anger, fear, or frustration indirect expression increases. Those involved do not acknowledge or meet important needs.
Conflict usually decreases when Those involved focus on the problem instead of each other. Those involved express emotions of anger, fear and frustration directly rather than demonstrating them indirectly. There are no threats to those involved.
Those involved openly discuss and acknowledge their needs. If you conflict with someone of who uses the controlling conflict management style, you may need to stand up for your rights, defend a position which you believe is correct, or simply try to win.
The controlling style of conflict management works well when you need to act quickly or when you believe you are correct. On the other hand, the controlling style of conflict management intimidates people, and they may be afraid either to admit to problems or to give you important information.
Collaborating When you use the collaborating style, you manage conflict by negotiating and may believe that two heads are better than one.
When collaborating you work with others to explore their disagreement, generate alternatives, and find a mutually satisfying solution. On the other hand, the collaborating style of conflict management may be unsuitable either for minor decisions or when time is limited.
Compromising When you use the compromising style, you manage conflict by splitting the difference so that the solution partially satisfies both parties. The compromising style of conflict management is useful when other styles fail, for fast decision-making on minor disagreements, or when two equally strong parties commit to mutually exclusive goals.
On the other hand, the compromising style of conflict management may cause you to lose sight of larger issues and values and may not please everyone.
The accommodating style is useful when you see that you are wrong or when harmony is most important to you. However, if you use the accommodating style, others may not address your concerns.
Avoiding When you use the Avoiding style, you manage conflict by leaving well enough alone or by not addressing the conflict. You may either withdraw from the situation or postpone confrontation. The Avoiding style of conflict is useful when confrontation may be dangerous or damaging, when an issue is unimportant, or when a situation needs to cool down, or when you need more time to prepare.Interpersonal conflict for job is regarded as one of the top occupational w orking pres- sure sources (Narayanan, Menon, & Spector, ; Newton & Keenan, ; Rainey, ; Stewart & Ellery, ), and strongly related to a reduction in worker ment al and physical health.
Interpersonal Conflict Essay Examples. An Introduction to the Analysis of Interpersonal Conflict. words. 2 pages. An Overview of the Interpersonal Conflict in Human Psychology. words. 2 pages. The Psychology of Interpersonal Conflict and Conflict Resolution. words.
2 pages. Industrial-organizational psychology is concerned with the study of workplace behavior. People who possess this degree typically work in areas such as human resources, employee training, marketing and sales, and organizational development.
Emphasis in this course is on major aspects of human behavior and its adaptation to the environment. Topics include learning, stress, sensation and perception, physiological psychology, cognition, development, behavior disorders, and social psychology.
Course Content Summaries - Psychology.
You are here: Home; Course Content Summaries; Psychology. Prefix Course Name; PSY Principles of Applied Psychology: PSY Human Relations: PSY Interpersonal Relationships: PSY Psychology for Business and Industry: PSY Psychology of Marriage Psychology of Human Sexuality. Interpersonal Conflict and Effective Communication Conflict between people is a fact of life – and it’s not necessarily a bad thing.
In fact, a relationship with frequent conflict may be healthier than one with no observable conflict.