LyneishaGreen
INTERPERSONAL CONFLICT•   Defined as a disagreement between or among connected individuals.•   Conflict happens to be a fa...
IMPORTANCE OF FUNDAMENTAL PRINCIPLES•   Understanding conflict is the first step to coming to a mutual    agreement. Getti...
CONFLICT STYLES OF CONSEQUENCES•   Competing- I win, you lose -is based on concern for your own wants    and little for th...
CAUSE OF WORKPLACE CONFLICTS•   Poor communication•   Limited resources to what should be agreed upon•   Social mirror ima...
INTERPERSONAL CONFLICT FROM ISLAMIC                   VIEW•   First step is recognizing the methodological parameters.•   ...
MANAGE THE CONFLICT•   Again define conflict by defining both the content and relationship    issues, define the problem i...
TERMSLook up these terms to better understand the process Argumentativeness Beltlining Conflict styles Interpersonal c...
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Green, lyneisha youteach ppt

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Green, lyneisha youteach ppt

  1. 1. LyneishaGreen
  2. 2. INTERPERSONAL CONFLICT• Defined as a disagreement between or among connected individuals.• Conflict happens to be a fact of life.• Conflict has issues that need to be addressed and some happen more often than others. What people can have conflict over is not set in stone but the most common starts with : Money, lack of trust, power issues, intimacy issues, and social issues.• Workplace settings can be a very touchy area for conflict and in the case a code of ethics should be followed.
  3. 3. IMPORTANCE OF FUNDAMENTAL PRINCIPLES• Understanding conflict is the first step to coming to a mutual agreement. Getting caught up in your own truth is often the problem because the other parties point of view is not seen.• Conflict is inevitable and is a part of every relationship. Differences in people lead to conflict and always will.• Conflict can also occur within yourself or for the lack of the unknown.• Conflict, although is considered a bad thing , can have negative and positive effects. The negative effects involve unfair fighting methods and focus largely on hurting the other person. Positive effects prevent hostile situations and resentments from going any further.
  4. 4. CONFLICT STYLES OF CONSEQUENCES• Competing- I win, you lose -is based on concern for your own wants and little for the others.• Avoiding- I lose, you lose- not concerned with yours or anyone elses needs or wants.• Accommodating- I lose, you win- sacrificing for others and your purpose behind it is to maintain peace and harmony.• Collaborating- I win, you win- concerned with both your needs and the others needs. Communication is effective.• Compromising- I win and lose, you win and lose- some concern for both, balances out between the two or meets in the middle.
  5. 5. CAUSE OF WORKPLACE CONFLICTS• Poor communication• Limited resources to what should be agreed upon• Social mirror image• Leadership problems
  6. 6. INTERPERSONAL CONFLICT FROM ISLAMIC VIEW• First step is recognizing the methodological parameters.• Identify the social justice and social change functions of dispute resolution.• Follow the restore, engage, and adjust principles.• Liberate Islam from the doctrine.
  7. 7. MANAGE THE CONFLICT• Again define conflict by defining both the content and relationship issues, define the problem in specific terms, focus on the present, empathize, and avoid mind reading.• Examine the possible solutions by brainstorming and trying not to inhibit yourself.• Test the solution first mentally , then in practice.• Evaluate the solution by focusing on the fact, the feeling, the negative parts, the positive, the creative new idea, and the control of thinking about everything that has happened and what you have done.• Accept or reject the solution• Work on the conflict even after it is resolved.
  8. 8. TERMSLook up these terms to better understand the process Argumentativeness Beltlining Conflict styles Interpersonal conflict Verbal aggressiveness Conflict management stages Equality Face-detracting strategies Face-enhancing strategies gunnysacking
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