Collaborating Style

In the journal #1, the topic is problem about an attitude during practice in my baseball team. There are 5 conflict managing styles, the best way is Collaborating. It requires a lot of energy and time, but it was also the best way to solve our problem. My manager selected Collaborating style, because he considered all the situation of our team and who is the main parties sharing the conflict. In this situation, although the attitude among our team is our problem, it is like conflict between the managers and the others. When the managers chose Dominating, it could generate another problem, like frustration toward the managers. While dealing with this problem is to increase our unity, some managing styles are inappropriate, and generates a hostility toward the managers. In this collaborating style, the important part is focusing on the consensus. Consensus is a good way because it is not offending way to communicate. He knew the goal of our team: win the conference in 8 months. Everyone agreed to increase efficiency during the practice to win the
We are living in the high-context culture, we usually communicate more meanings than just words. Sometimes it is connected to the notion that you have already know what I am thinking. In this events, I was irritated with vice manager, but I had not talked with him about what I thought to the task. I pretended as if we had no conflict among us. My style was passive aggressive, and it is one of the unproductive way during conflicts. I inferred his personality was bad only because he did not book the restaurant. This event is one of the terrible ones in my conflict management. Unlike journal#1, although our goal is clear: book the restaurant in order to hold the party successfully. I should have talked with him directly about what task was mine and what task was him. My choice made situation worse, and our frustration for each other