Conflict style of communication as a childcare owner

As a childcare owner, my conflict style of communication is generally conciliatory. I try to find solutions that everyone can agree on, and I am willing to compromise. I believe that conflict can be a positive force for change, and I am always open to new ideas.

However, there are times when I need to be more assertive in order to resolve conflict. For example, if there is a safety issue, I need to be able to take charge and make decisions. I also need to be able to stand up for my staff and my business.

I believe that the five cultural components can affect how I argue in the following ways:

• Collectivism/Individualism: I am from a collectivist culture, so I am more likely to value harmony and cooperation than conflict. I am also more likely to consider the needs of the group as a whole, rather than just my own needs.
• High/Low power distance: I am from a culture with a high power distance, so I am more likely to respect authority and defer to those in positions of power. This can sometimes make it difficult for me to challenge authority, even when I disagree with them.
• High/Low ambiguity tolerance: I am from a culture with a high ambiguity tolerance, so I am more comfortable with uncertainty and change. This can sometimes make it difficult for me to resolve conflict, as I am not always sure what the best solution is.
• Masculine/Feminine: I am from a culture that is considered to be masculine, so I am more likely to valueassertiveness and competition. This can sometimes lead to conflict, as I may not be as willing to compromise as someone from a more feminine culture.
• High/Low context: I am from a culture with a high-context communication style, so I am more likely to rely on nonverbal cues and indirect communication. This can sometimes lead to misunderstandings, as I may not be as direct as someone from a low-context culture.

My conflict style is both enculturated and acculturated. I have learned some of my conflict-handling skills from my culture, but I have also learned from my experiences in the United States. I am still learning how to effectively resolve conflict in a cross-cultural environment, but I am committed to finding ways to do so.

Here are some things I can do to change what I say, do, or act to resolve conflict in my life:

• Be more assertive: I can learn to be more assertive without being aggressive. This means being able to stand up for myself and my beliefs, but also being respectful of others.
• Be more direct: I can learn to be more direct in my communication, without being blunt or rude. This means being clear about my needs and expectations, and not relying on indirect communication.
• Be more open to new ideas: I can learn to be more open to new ideas, even if they are different from my own. This means being willing to listen to others and consider their perspectives.
• Be more willing to compromise: I can learn to be more willing to compromise, even if I don’t get everything I want. This means being able to find solutions that are fair to everyone involved.

I believe that by making these changes, I can become a more effective conflict-resolver. I am committed to finding ways to resolve conflict in a peaceful and productive way, and I believe that these changes will help me achieve that goal.