Be away from Conflict


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Aware about conflict and learn to get away from it.

Thanks & Regards,

Yaswanth Kumar Ravella

Aware about conflict
and learn to get away from it.



Thanks & Regards,

Yaswanth Kumar Ravella

Published in: Health & Medicine, Business
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  • Be away from Conflict

    1. 1. What is Conflict <ul><li>A form of competitive behavior – </li></ul><ul><li>a competition between actual or </li></ul><ul><li>perceived incompatible goals </li></ul><ul><li>or limited resources </li></ul>
    2. 2. What is Conflict? <ul><li>Opposition </li></ul><ul><li>A clash of opposing ideas </li></ul><ul><li>Disagreement </li></ul><ul><li>Fight or battle </li></ul><ul><li>Contention </li></ul><ul><li>Hostility </li></ul>
    3. 3. Causes of Conflict <ul><li>Opposing viewpoints or opinions </li></ul><ul><li>Emotions </li></ul><ul><li>Selfishness </li></ul><ul><li>Miscommunication or misunderstandings </li></ul><ul><li>Assumptions </li></ul>
    4. 4. What Can Conflict Do <ul><li>When managed properly it can be a catalyst for growth </li></ul><ul><li>When managed poorly it can be disastrous </li></ul>-
    5. 5. The Wheel of Conflict * Needs Needs Emotions History Structure Values Communication * Model by Bernard Mayer, PhD
    6. 6. Intergroup/Intragroup Conflict Model 044 Differences- in Goals Task Inter- dependence Competition for- Rewards Competition for- Resources Work Orientation Personality Avoiding Accommodating Competing Compromising Collaborating Positive Problem Awareness Innovation Catharsis Group Solidarity Negative Distorted Perceptions Antagonism Productivity Loss Disharmony Causes of Conflict Conflict handling Behaviour Consequences Conflict Prevention Conflict Simulation Conflict Resolution
    7. 7. Specific Strategies to Resolving Conflicts <ul><li>AVOIDING </li></ul><ul><li>ACCOMODATING-win lose </li></ul><ul><li>COMPETING -lose lose </li></ul><ul><li>COMPROMISING -more dissatisfaction </li></ul><ul><li>COLLOBORATING-WIN WIN </li></ul><ul><li>------------------------------------------------ </li></ul><ul><li>. </li></ul><ul><li>. </li></ul>
    8. 8. Conflict Handling Behaviours 045 High Low Low High Competing Collaborating Compromising Avoiding Accommodating Cooperation Assertion
    9. 9. Conflict Management <ul><li>Stimulating productive conflict. </li></ul><ul><li>Focus on superordinate goals. </li></ul><ul><li>Restructuring organisations. </li></ul><ul><li>Balanced orientation. </li></ul><ul><li>Third Party ‘Help’. </li></ul><ul><li>Locating ‘Common’ enemies. </li></ul>046
    10. 10. 12 Conflict Resolution Skills <ul><li>1. Think Win/Win </li></ul><ul><li>2. Creative responses that transform problems into creative opportunities </li></ul><ul><li>3. Build empathy by using active listening to clarify understanding </li></ul><ul><li>4. Apply assertiveness strategies to attack the problem and not the person </li></ul><ul><li>5. Eliminate “power over” to build “power with” others </li></ul>
    11. 11. 12 Conflict Resolution Skills <ul><li>6. Manage emotions by expressing fear, anger, hurt, and frustration wisely to effect change </li></ul><ul><li>7. Name personal issues that cloud the picture </li></ul><ul><li>8. Map the conflict by defining issues of common needs and concerns </li></ul><ul><li>9. Design creative solutions together </li></ul>
    12. 12. 12 Conflict Resolution Skills <ul><li>10. Plan and apply effective negotiation strategies to reach agreement </li></ul><ul><li>11. Help conflicting parties move towards solution through mediation </li></ul><ul><li>12. Broaden perspectives to evaluate problems in a broader context </li></ul><ul><ul><ul><li>The Conflict Resolution Network </li></ul></ul></ul><ul><ul><ul><li>Chatswood, New South Wales, Australia </li></ul></ul></ul>
    13. 13. Perception is Everything <ul><li>What others see/feel/experience is real and true to them. </li></ul><ul><li>Perception is built on our personal experiences in life – we interpret present events based on past events. </li></ul><ul><li>Most people initially perceive the same event at least somewhat differently. </li></ul>
    14. 14. What changes perception? <ul><li>Incorporating new information into a present situation. </li></ul><ul><li>Paradigm shift. </li></ul><ul><li>Understanding another’s perception. </li></ul>
    15. 15. Strategies to Get Past Perceptions
    16. 16. I – Avoid Assumptions <ul><li>Assume nothing – assumptions are often wrong. </li></ul><ul><li>Ask questions – it’s harder to be wrong if you asked first. </li></ul><ul><li>Try first to understand the other’s perspective before you try to get him/her to understand yours. </li></ul><ul><li>Consider alternative explanations for the other person’s behavior besides what you initially believe. </li></ul>
    17. 17. II – Validation <ul><li>Allow the other person to have their experience and perception of the situation. </li></ul><ul><li>Do NOT get defensive. </li></ul><ul><li>Validate what they are experiencing (do not necessarily agree or disagree). </li></ul><ul><li>Sometimes the thing that we think is the solution is actually part of the problem. </li></ul>
    18. 18. III - Listen <ul><li>The goal is to understand , not to be right. </li></ul><ul><li>Do not spend time preparing for what you are going to say back. </li></ul><ul><li>Restate – both to make sure you did understand and to help the other person feel that you were listening. </li></ul>
    19. 19. IV – Problem-Solving Skills <ul><li>Keep the focus on the problem rather than the emotion that results. </li></ul><ul><li>Focus on one problem at a time – do not allow old issues to be resurrected as a diversion. </li></ul><ul><li>Brainstorm, select a potential solution, implement the solution, evaluate results. </li></ul>
    20. 20. V – Tell Your Story <ul><li>Do not be passive and avoid telling your side of things. </li></ul><ul><li>Do not be aggressive and ramrod your story as the only way it could be. </li></ul><ul><li>Be assertive – get your information out while working to find solutions rather than battles. </li></ul>
    21. 21. The Attitude of Resolving Conflict <ul><li>Most do not consciously assume they know everything going in. </li></ul><ul><li>PRIOR to the experience, reframe any conflicts or corrections given as an “opportunity to learn and grow.” </li></ul><ul><li>Conflicts arise when we view chastisement or correction as a personal attack. </li></ul>
    22. 22. Personality Conflicts <ul><li>Since we all have different personalities, these will happen. </li></ul><ul><li>Take time to think before you react. </li></ul><ul><ul><li>Instincts are not always good for us </li></ul></ul><ul><li>Use good communication skills. </li></ul>
    23. 23. Communication Strategies <ul><li>Use “I” statements </li></ul><ul><li>Speaker/Listener technique </li></ul><ul><li>Validation </li></ul><ul><li>Reframing </li></ul><ul><li>Be clear – no hints </li></ul>
    24. 24. Common Myths About Conflict <ul><li>Deciding to withdraw from a conflict is weakness. </li></ul><ul><li>Every fight or disagreement must be won. </li></ul><ul><li>Men are supposed to be aggressive, never passive. </li></ul><ul><li>Women are supposed to be passive and submissive, and never stand up for themselves. </li></ul>
    25. 25. Some General Strategies to Resolving Conflicts <ul><li>Assume you do not have all the facts. </li></ul><ul><li>Ask questions to understand the other person’s perspective. </li></ul><ul><li>Be prepared to colloborate </li></ul><ul><li>Keep people and problems separate. </li></ul><ul><li>Focus on issues, not emotions – look for solutions. </li></ul><ul><li>Volunteer to do your part to solve the problem. </li></ul>
    26. 27. “We must all learn to live together as brothers or we will perish together as fools. We are tied together in the single garment of destiny, caught in an inescapable network of mutuality. And whatever affects one directly affects all indirectly.
    27. 28. For some strategic reason, I can never be what I ought to be until you are what you ought to be.” --Martin Luther King, Jr.
    28. 29. Poorly Managed Conflict <ul><li>Money </li></ul><ul><li>Time </li></ul><ul><li>Relationships </li></ul><ul><li>Productivity </li></ul><ul><li>Morale </li></ul><ul><li>Opportunities </li></ul><ul><li>Stress / Health </li></ul>