conflict final
DESCRIPTION
TRANSCRIPT
CONFLICT MANAGEMENT
WHAT IS CONFLICT ?
TYPES OF CONFLICT
INTERNATIONAL CONFLICT
EXAMPLE
GROUP CONFLICTS
EXAMPLE OF GROUP CONFLICTS
RACIAL CONFLICTS
INDIA - AUSTRALIA RACIAL CONFLICT
IDEOLOGICAL CONFLICTS
Examples of Ideological Conflict
Mahatma Gandhi Nathuram Godhse
VIDEO
INTRAPERSONAL CONFLICT
EXAMPLE
INTERPERSONAL CONFLICTS
EXAMPLE
VIDEO
INTERSTATE CONFLICT
EXAMPLES
Organizational Conflict
Examples
Religious conflict
EXAMPLE
The Conflict Process
Stage I: Potential Opposition or Incompatibility
CommunicationSemantic difficulties, misunderstandings, and “noise”
StructureSize and specialization of jobsJurisdictional clarity/ambiguityMember/goal incompatibilityLeadership styles (close or participative)Reward systems (win-lose)Dependence/interdependence of groups
Personal VariablesDiffering individual value systemsPersonality types
Stage II: Cognition and Personalization
Perceived Conflict
Awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise.
Felt Conflict
Emotional involvement in a conflict creating anxiety, tenseness, frustration, or hostility.
Stage III: Intentions
Intentions
Decisions to act in a given way.
Cooperativeness:• Attempting to satisfy the other party’s concerns.
Assertiveness:• Attempting to satisfy one’s own concerns.
Dimensions of Conflict-Handling Intentions
Stage III: Intentions (cont’d)
Competing
A desire to satisfy one’s interests, regardless of the impact on the other party to the conflict.
Collaborating
A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties.
Avoiding
The desire to withdraw from or suppress a conflict.
Stage III: Intentions (cont’d)
Accommodating
The willingness of one party in a conflict to place the opponent’s interests above his or her own.
Compromising
A situation in which each party to a conflict is willing to give up something.
Stage IV: Behavior
The behavior stage includes the statements, actions, and reactions made by the conflicting parties.
STAGE V: OUTCOME
The action–reaction interplay among the conflicting parties results in consequences.
Conflict-Intensity Continuum
Conflict and Unit Performance
THE NATURE OF CONFLICT
• Constructive Conflict…
• Destructive Conflict…
• A conflict is likely to take a Constructive course if it is viewed as a mutual problem to be worked on together in a cooperative process;
• A conflict is likely to take a Destructive course if it is defined as a win-lose conflict in which the conflicting parties engage in a competitive process to determine who wins and who loses.
Murder/violence/physical/abuse/shoutingSecretive behavior
Taking everything personallyJudgmental behavior/closed communication
Using names sarcastically/disrespectfullyRaised voice/yelling/telling/finger pointing
Denial/storming outPhysiological reaction
Standing over someoneNon-responsiveness/withdrawal
Agreeing to basic conflict processing ground rulesSelling
Showing empathyTaking time out
Active listening/askingOpen/positive body language
Problem identificationCalm discussion/conversation
Direct/clear/honest communicationFeeling OK about the outcome
Feeling connected to othersRelaxed & leaning forward
Acknowledgment of being heardUsing other person's name
Consensus - temporary working agreementBeing committed to the outcome
Highly Destructive Conflict
Highly Constructive Conflict
Constructive Conflict
• Affirms differences
• Participatory - win/win
• Attitude of curiosity
• A 2-way process
Destructive Conflict
• Uses differences
• Competitive - win/lose
• Attitude of dominance
• A 1-way process
Characteristics of Constructive & Destructive Conflict
• Equal information
• Based on clear guidelines
• High level of personal responsibility
• Uneven/unequal information
• no guidelines/limits
• Little or no personal responsibility
CONFLICT MANAGEMENT
Conflict is often needed. It:
• Helps to raise and address problems.
• Energizes work to be on the most appropriate issues.
• Helps people "be real", for example, it motivates them to participate.
• Helps people learn how to recognize and benefit from their differences.
• Conflict is not the same as discomfort. The conflict isn't the problem - it is
when conflict is poorly managed that is the problem.
Conflict is a problem when it:
• Hampers productivity.
• Lowers morale.
• Causes more and continued conflicts.
• Causes inappropriate behaviors.
THE FIVE A'S TECHNIQUE
• ASSESSMENT.
• ACKNOWLEDGEMENT.
• ATTITUDE.
• ACTION.
•ANALYSIS.
CONCLUSION
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