Iceberg of Conflict Introduction 2 Iceberg of Conflict 2 Conclusion 4 References 6 The iceberg of…

Iceberg of Conflict
Introduction 2
Iceberg of Conflict 2
Conclusion 4
References 6
The iceberg of conflict contributes in representing the implicit and explicit causes for the
occurrence of certain conflicts. Comparing it with an iceberg, the most dangerous and deepest
sources of conflict cannot be considered as being visible. Implicit causes are those causes that
are hidden, explicit causes are the ones that are visible (Doskoch, 2008). For the reduction of
conflicts, it is important for comprehending the underlying causes and patterns. In simple
terms, iceberg is considered as the conflict involving different layers. With respect to this
concept, this paper will be discussing a personal conflict following certain criteria to have a
When conflict is being addressed, it is extremely important for considering the point of views
of all of the parties involved. In consideration with the case, by applying the theory of
iceberg, it can be stated that if all of the parties are not considered the top surface of the
conflict appears to be something else than what it actually is. For understanding the depth of
a conflict, it is important for admitting the facts related to the issue of conflict (Cloke &
Goldsmith, 2000). In context with this case, the visible methods for manifesting culture had
been the top most layer of the iceberg. Hence, the issue of culture was visible on the top-
Individual personalities tend to like or dislike specific personalities due to certain different
characteristics held by the personalities of other people. These likes or dislikes are mainly
generated due to the differences in personality (Cloke & Goldsmith, 2000). The differences in
personality had been there that resulted in creation of differences in the styles of
communication being preferred by each. One showed preference towards maintaining silence
and simply ignore the other person for avoiding creation of chaos in the settings of the
organization. On the other hand, the other personality showed preference towards discussing
about the main issue involved and sorting out the situation so that in future, no issues arise
out of the conflict and there is no negative impact on the culture of the organization being
maintained. However, there is no denial in the fact each and every single preference have
their own strengths and weaknesses, and none can be considered as being extremely valuable
in comparison with the other (Doskoch, 2008). This may hinder or help the resolution of
conflict as these resulted in the creation of tension and misunderstanding. These tensions had
been created as they spoiled the entire situation being involved in the conflict that resulted in
bringing emotional instability amongst the individual personalities.
Emotions have major impacts over the reactions of individual personalities. Emotions are
known to be social in nature. Emotions are however important as well that help to convey
information regarding the feelings of other individuals, orienting towards relationship and
intentions in social context (Doskoch, 2008). There had been demonstration of anger
expression for eliciting fear amongst the observers. This had resulted in displaying distress
for elicitation of sympathy. These emotions contributed in negatively affecting the behavior
of individual personalities. This resulted in suppressing the conflict.
As a significant solution for the problem, there is an increased need for the development of
skill sets that can be applied for resolving the conflicts. This is an important component in
order to build the model of communication and business with sustainability (Cloke &
Goldsmith, 2000). It had been identified that if the conflict had been left unresolved, this had
the potential of productivity being lost, creativity being shifted, and barriers being created for
initiation of collaboration and cooperation. Hence, these skills should be evolved amongst the
leaders as well. This is due to the fact that the leaders hold the responsibility and should hold
the ability for retaining the employees in a significant manner.
Self- concept is referred to as the feelings held by an individual while dealing with a conflict.
These can be different on the basis of differences in community and cultural values. This
culture helps in telling what is moral and competent by the definition of beliefs and attitudes.
The way in which an individual personality sees themselves is referred to as the concept of
self- perception (Doskoch, 2008). This self- perception is in alignment with self- esteem.
There had been negative thoughts regarding the conflicts as it involved the consumption of a
lot of energy as every day dealt with more or less related with the situation.
One showed preference towards maintaining silence and simply ignore the other person for
avoiding creation of chaos in the settings of the organization. On the other hand, the other
personality showed preference towards discussing about the main issue involved and sorting
out the situation so that in future, no issues arise out of the conflict and there is no negative
impact on the culture of the organization being maintained (Doskoch, 2008). However, this
had been the main issue involved in resolution of conflict as the communication had not been
As in this particular situation, the issues had been left unresolved as there had been lack of
communication and a number of differences in personality that had been sought in a
significant manner (Cloke & Goldsmith, 2000). This had resulted in affecting future
performance in the business organization, as there had been a number of situations and cases
in which group performance was involved and as the conflict had not been resolved, personal
Hence, it can be stated perceptions and issues changed at every single stage involved in the
change of conflict as per the iceberg of conflicts. For understanding the depth of a conflict, it
is important for admitting the facts related to the issue of conflict. In context with this case,
the visible methods for manifesting culture had been the top most layer of the iceberg
(Doskoch, 2008). Hence, the issue of culture was visible on the top- most layer of the
conflict. Individual personalities tend to like or dislike specific personalities due to certain
different characteristics held by the personalities of other people.

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