You should be finalizing your work on the Conflict Dynamics Profile Assessment P
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You should be finalizing your work on the Conflict Dynamics Profile Assessment Paper that you were assigned last week Make certain you have all citations properly formatted. Remember, the minimum length required is 5-7 pages.
You should be finalizing your work on the Conflict Dynamics Profile Assessment Paper that you were assigned last week Make certain you have all citations properly formatted. Remember, the minimum length required is 5-7 pages.
Conflict Dynamics Profile ® Table of Contents Introduction. Guide to Your Feedback Report. Constructive Response Profile.. Destructive Response Profile Hot Buttons Profile 4Explanation / Answer
The Conflict Dynamics Profile, an assessment instrument measuring conflict behaviors, is an excellent resource to increase self-awareness and improve conflict management skills. The CDP is unlike any other assessment tool in that it focuses specifically on conflict behaviors, rather than styles. It helps individuals and teams understand how they respond to conflict, what triggers can escalate conflict, and how to manage conflict more effectively.
One of the most powerful features of the Conflict Dynamics Profile is that it provides you with an accurate picture of how you are viewed by other people. For each of the different ways of responding to conflict constructive and destructive, active and passive. It is difficult to overestimate how important these impressions can be in affecting how these people will evaluate you and act toward you. Thus, any substantial discrepancies between your self-perceptions and the views held by others should be given serious attention.
Some responses to conflict, whether occurring at its earliest stages or after it develops, can be thought of as constructive responses. That is, these responses have the effect of not escalating the conflict further. They tend to reduce the tension and keep the conflict focused on ideas, rather than personalities. Destructive responses, on the other hand, tend to make things worse--they do little to reduce the conflict, and allow it to remain focused on personalities. If conflict can be thought of as a fire, then constructive responses help to put the fire out, while destructive responses make the fire worse. Obviously, it is better to respond to conflict with constructive rather than destructive responses.
Another important feature of the Dynamic Conflict Model is the concept of Hot Buttons-- -those situations and individuals that are annoying, frustrating, or upsetting. An individual’s Hot Buttons can be thought of as the kinds of people or behaviors that are especially likely to serve as precipitating events for that person. When pushed, Hot Buttons can provoke one into starting or escalating a conflict. The “hottest” Hot Buttons (that is, those that are most upsetting) will be the ones most likely to evoke a quick and automatic set of destructive responses, while the “cooler” Buttons are more likely to evoke a mixture of responses that include some constructive behaviors. By understanding and examining the links between provocation and response, it becomes easier to control one’s behavior.
The CDP highlights the following 15 behaviors or scales:
Active Constructive : Perspective Taking, Creating Solutions , Expressing Emotions , Reaching Out
Passive Constructive : Reflective Thinking, Delay Responding, Adapting
Active Destructive : Winning at all Costs , Displaying Anger, Demeaning Others , Retaliating
Passive Destructive : Avoiding, Yielding , Hiding Emotions , Self-Criticizing .
The Hot Buttons section on the CDP provides detailed information on the types of situations and individuals that may provoke the most annoyance and ultimately the most conflict. Hot Buttons include items such as Untrustworthy, Unreliable, Abrasive, etc.
Below are some benefits of CDP
Provides a strategy for addressing workplace conflict
Improves individual and team performance
Reduces management time spent dealing with conflict
Increases leadership capabilities by developing stronger conflict resolution skills
Builds a win-win conflict culture.
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