2 types of conflict and conflict management approaches

REspond to this discussion by using one reference from peer-reviewed Nursing Journal.Maya Maman Nursing practice is always evolving as new evidence is brought forward in research studies.
May 20, 2020
OBESITY: A REPORT WRITING AND THE PUBLIC HEALTH PROFILE NEEDS TO BE USED TO COMPARE THE DATA
May 20, 2020

A few paragraphs written on the 2 types of conflict and conflict management approaches which I will put the readings in below. Don′t worry about the references because I can do that. Just need this information put into a few paragraphs please. (do not use outside sources please) 2 TYPES OF CONFLICT INFO: Types of Conflict Conflicts in teams, at work, and in our personal lives occur in at least two basic forms: substantive and emotional. Both types are common, ever present, and challenging. How well prepared are you to deal successfully with them? Substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for their accomplishment.5 A dispute with one′s boss or other team members over a plan of action to be followed, such as the marketing strategy for a new product, is an example of substantive conflict. When people work together every day, it is only normal that different viewpoints on a variety of substantive workplace issues will arise. At times people will disagree over such things as team and organizational goals, the allocation of resources, the distribution of rewards, policies and procedures, and task assignments. Emotional conflict involves interpersonal difficulties that arise over feelings of anger, mistrust, dislike, fear, resentment, and the like.6 This conflict is commonly known as a “clash of personalities.” How many times, for example, have you heard comments such as “I can′t stand working with him” or “She always rubs me the wrong way” or “I wouldn′t do what he asked if you begged me”? When emotional conflicts creep into work situations, they can drain energies and distract people from task priorities and goals. Yet, they emerge in a wide variety of settings and are common in teams, among co-workers, and in superior-subordinate relationships. CONFLICT MANAGEMENT APPROACHES: Conflict can be addressed in many ways, but true conflict resolution —a situation in which the underlying reasons for dysfunctional conflict are eliminated—can be elusive. When conflicts go unresolved, the stage is often set for future conflicts of the same or related sort. Rather than trying to deny the existence of conflict or settle on a temporary resolution, it is always best to deal with important conflicts in such ways that they are completely resolved.10 This requires a good understanding of the stages of conflict, the potential causes of conflict, and indirect and direct approaches to conflict management. 1.) Antecedent conditions: Set the conditions for conflict. 2.) Perceived conflict: Substantive or emotional differences are sensed 3.) Felt conflict: Tension creates motivation to act 4.) Manifest conflict: Addressed by conflict resolution or suppression