This document discusses managing conflict in the workplace. It defines conflict as a strong disagreement between individuals, groups, and people. It identifies several common causes of conflict including poor communication, competitiveness, ambiguity, and differing conflict styles. The document outlines five main conflict styles: competing, accommodating, avoiding, compromising, and collaborating. It provides tips for overcoming conflict, which include practicing acceptance, exercising patience, avoiding negative language, communicating effectively, and attacking the problem rather than the person.

1. Managing
Conflict in the
Workplace
CONFLICT RESOLUTION

2. Definition
Introduction
Causes of Conflict
Conflict Styles
Overcoming Conflict in the Workplace
CONTENT

3.  Conflict is a strong disagreement between individuals, groups
and people.
WHAT IS CONFLICT?

4.  How many people does it take to have a conflict?
INTRODUCTION
Group/Team Conflict
Intrapersonal Conflict
Interpersonal Conflict

5. 1.Poor Communication
2.Competitiveness
3.Ambiguity
4.Conflict Styles that Differ
CAUSES OF CONFLICT

6.  Poor Leadership/Management
 Lack of Culture in the Workplace
 Personal Issues
 Unclear Goals and Objectives
 Non-Cohesive Team
 Cultural Diversity
POOR COMMUNICATION

7. You vs Me
Winner and Losers
Objective is to Win vs being truly happy
No Room for Negotiation
Builds distance between coworkers
Harms Relationships
COMPETITIVE COMMUNICATION

8.  Policies, Goals, and Objectives are vague
 People in the workplace interpret things differently
 People often take what is said out of context
 Management isn’t clear on what they want or expect
AMBIGUITY

9. CONFLICT STYLES THAT DIFFER
 Competing
 Low regard for future relationship. Just wants to win.
 Accommodating
 High regard for future relationships. Focuses on others needs.
 Avoiding
 Tries to preserve everyone's feelings. Avoids conflict at all costs.
 Compromising
 This is where you take and give a little.
 Collaborating
 This is where individuals put aside their needs and wants to work
toward a common goal.

10.  Competitive
Also known as the “Win-Lose” approach
I Win, You Lose
People are very assertive to reach their own goals
w/out seeking cooperation from others
Reaching these goals could be at the expense of
others
CONFLICT STYLES

11.  Compromise
Lose-Lose
Also known as I bend, You bend
Give a little, Take a little
Winning something while losing a little is okay
Neither party achieves what they want
CONFLICT STYLES

12.  Collaborative
I Win, You Win
Teamwork approach
Everyone achieves their goal while maintaining their
relationship
Both parties leave satisfied
CONFLICT STYLES

13.  Avoiding
No Winners, No Losers
Avoiders will postpone, withdraw or sidestep conflict
Avoiding happens when topics are highly emotional
You aren’t necessarily trying to reach your own goals
or help others reach theirs
CONFLICT STYLES

14.  Accommodating
 I lose, You win
 Giving in, having it your way
 Your cooperation is to a high-degree
 You’ll often put your own goals and desires aside to accomplish
what others want or need
 The focus is on others rather than yourself
CONFLICT STYLES

15.  Practice Acceptance
Find Solutions instead of complaining
Practice letting go
Let good in
Know that there is always room for improvement
Don’t re-live past failures
OVERCOMING CONFLICT

16.  Exercise Patience
 Listen
 Open up
 See through the lens of others
 Evaluate tension points in a unbiased way
 Ask questions in a positive way
 Seek perspective
 Don’t run away from your own responsibility
OVERCOMING CONFLICT

17.  Avoid Negative Language
 Never use the phrase “It’s all your fault”
 Avoid name calling or raising your voice
 Avoid negative words – instead use positive words in negative
form
 Say Sorry
 Use little words to soften your statement
 Avoid ‘finger pointing’ statements with the word ‘you’
OVERCOMING CONFLICT

18.  Communicate
Prepare to Listen
Listen for and check out misunderstandings
Clarify
Restate what you’ve said
Pause before you speak
Minimize distractions
OVERCOMING CONFLICT

19.  Attack the Problem, Not the Person
Focus on the problem
Practice empathy
Don’t be afraid to look at things from a different
perspective
Civility is the key to problem solving
Be open and honest with yourself and others
OVERCOMING CONFLICT