Summary

After thirteen weeks of LMS, I felt that I have learnt a lot and that I can say I am a different person thirteen weeks ago. I have learnt about anger management, conflict management and time management. Before I took this module, I looked at conflict, anger and time management at a different perspective. I thought anger was a feeling a normal person would feel when he is provoked; I didn’t know there were so much to anger. I assumed conflict to be a small quarrel that would soon die down and that it was inevitable in our life, but now I know how to avoid a conflict and the solutions to salvage the situation.

All this skills proved to be in good use in my daily life; for example, time management is how I allocate my time to do work and enjoy. Although conflict and anger management is not applied daily, it is useful when the situation arises. LMS teaches us to plan out what we are going to do in mind before acting, this is to minimize conflict and for us to consider the effects and consequences of yourself and the other party for the act.

About the group assignment, I feel that my main weakness is my mentality about the assignment in the first place. At the start of the project, I kept thinking that “since IS is not a main module, why care? And it’s a very boring module.” I became uninterested in the project until the holidays, where my group leader were all stressed up doing the script and getting us to act it out. I can’t be bothered to do anything. However, we had lots of fun during the filming process and I enjoyed it very much. It was a sense of self-satisfactory that kept me going till the end of the project. My group members were the ones who made the project a fun and memorable one.

LMS sure have helped me in thinking more about myself and others and about the “big picture” instead of the “small picture”. It has improved my life tremendously and I enjoyed attending all of the lessons.

Managing Conflicts

I have learnt a lot on how to manage conflicts as taught in the lesson. Conflict involves struggles, disagreements, disputes or quarrels. Conflict arises when two or more groups perceive that their needs, interests, views, values or goals are incompatible. The factors of conflict are needs (competing, neglect), differing perceptions, power (gaining an unfair advantage), values (incompatible), and feelings and emotions (heart ruling the head).

However, there is a positive side to conflicts as the outcome of conflict improves self-awareness, strengthen relationships, promotes group cohesion, promotes creativity, helps problem-solving and can be fun and motivating. There are 5 different management styles, namely accommodating, avoiding, collaboration, compromising and competing. Accommodating means one party gives up and follows the other party’s way (you win/I lose). Avoiding means to avoid the issues or runs away (both party loses). Collaborating means to find a way to resolve the conflict and do it together (both parties win). Compromising means to come to a mutually acceptable solution (win some/lose some). Competing means that both parties are fighting to win (win/lose).

In group assignment 3, I have learnt to work well with my team and to manage conflict. We minimized the occurrence of conflict during the assignment through compromising and collaborating. I have found out that I am partly an accommodating and collaborating kind of person. I let my group members lead me until I found out something is unfair, and then I will find ways to express my thoughts and resolve the problem together. The Kate Anderson’s Model for Conflict Resolution is a useful way to resolve conflicts. By using this method, my group has avoided some possible conflicts that may have arisen from different perceptions. As stated in the Kate Anderson’s Model for Conflict Resolution, conflict can be resolved by identifying your needs, then reaching out to find the other person’s needs, followed by listening to the other person and lastly, propose a solution that supports both persons’ needs.

The strategies and techniques that I would use to manage a conflict would be through Kate Anderson’s model. There are 4 steps in the model. Step 1 is to identify me needs, such as what do I want? Why do I want it? What do I feel about the situation? What can I do about my negative emotions? What makes me think I’m not getting what I want or need? Step 2 is to reach out to find the other person’s needs, such as asking open-ended questions, observe non-verbal and verbal language and identifying emotions. Step 3 is to listen to the other person through Looking and Leaning, Ignoring distractions, Suspending judgment, Telling them what I’ve heard, Experiencing their side and Not interrupting. The last step is proposing a solution that supports both person’s needs, which includes brainstorming for solutions, identifying points of agreement between both parties, discussing the differences between your suggested solutions, finding ways to satisfy each other’s needs or interests and gaining the other party’s approval to the proposed solution.