Question

explain how having conflict management in a "cooperative and constructive" way is indicative of operating in a growth mindset.

Answer 1

Most of people think about conflict the way they do about sharks, it is best to avoid them at all costs. They never think that sharks help to maintain life same time helps to maintain a creative tension in human body. It not only invites us to explore new possibilities but alsocombine or rearrange ideas to arrive at wholly surprising solutions or to gain im and about those with whom we interact

Research has shown conflict not to be just one way but it is multidimensional. Therefore, it is possible for one dimension of conflict to enhance effectiveness whereas another hinders consensus and commitment between group members. Research explains both kinds of conflict into task conflict, or cognitive conflict, is a perception of disagreement among group members or individual involves differences in thinking, ideas and opinions. This type of conflict is known as constructive conflict that aims at root issue, it always happens in organization among employees. The other type is known as conflict, or relationship/emotional conflict, is a perception of behavioural and interpersonal incompatibility, and tends to include annoyance, and animosity among individuals. This research focused on constructive conflict that is always seen in organization and constantly cultivates innovation.

Conflict is now part of day to day living, it is neither good nor bad. The main issue is to make conflict constructive. The constructive conflict has been seen in different organization at different occasion, and if it’s well managed it will lead to very good outcomes. Based on the innovation,there is strong relationship between constructive conflict and innovation, conflict is a profound source of creativity and innovation if it is well handled, it pushes the person to find new possibilities for resolution. Moreover, ways to handle it different, depending on the solemnity and circumstances surrounding them. However, if the conflicts are not well managed, it will probably lead to destructive and relationship conflict that can not only affect the organizational performance and but also outcomes. Thus, conflict in organizational needs to be managed through good leaders who know how to proparly manage it perfectly, employees who change their attitude and behaviour toward the negative side of conflict into cooperative and constructive conflict, and organization that promote and prevents emotional conflicts.