2. • It is a dynamics when two or more people, organization, or nations
perceive one another as a threat to their need or interest.
• Perceived incompatibility of actions or goals between people or
nations and happens when there is imbalance between concern for
oneself and those of others.
3. What creates conflict?
• Competing for scarce or limited resources such time, jobs, food
natural resources, and even love and affection with family or
personal relationship.
• Disagreement over the interpretation of facts or information.
• Perceiving threats to one’s own needs and interest.
• Miscommunication between parties.
• Exhibiting behaviors that are destructive to another person’s well
being or reputation.
4. TWO RESPONSES TO CONFLICT
FLIGHT RESPONSE:
• Avoidance – means to evade or dodge the cause of the strong
emotion or uneasiness one feels for another person who is in
conflict with you.
• Ignoring – when you are in the same place as the other person
you are in conflict with you disregard and snub his presence.
• Denying – when someone asks you if you are in disagreement or
problem with the person you are in conflict with and you refute
the comment or observation.
5. FIGHT RESPONSE:
• Directly confront the other person and engage in a peaceful
dialogue.
• However, when emotions are running high, viokent behaviors
occurs, such as foul language, physical harm, verbal threats, and
spreading rumors to destroy the other person’s reputation, etc.
6. COST OF CONFLICT
• Conflict situation may put ones’s health and well being in
jeopardy.
• Conflict may also decrease one’s self confidence, doubt one’s self
worth, and even questions values.
• Decreased productivity as people are burdened by the strong
emotion involved when in conflict.
7. CONFLICT MANAGEMENT STYLE
• Proposed by Dr. Ken Thomas and Dr. Ralph Kilmann
• There are two dimensions to this conflict resolving behavior:
Assertiveness – extent to which a person will try to satisfy his
or her own needs or interest.
Cooperativeness – extent to which a person will attempt to
satisfy the other person’s needs of interest.
8. FIVE MODES IN DEALING WITH CONFLICT
Competing
• Assertive and uncooperative.
• An individual’s interest are above all else, power and authority
are often used to win against others.
• People who approach conflict in a competitive way assert
themselves and do not cooperate while pursuing their own
concerns.
• Takes on a “win-lose” approach where one person wins and one
person loses
• Does not rely on cooperation with the other party to reach
outcome
9. ACCOMODATING
• Unassertive and cooperative
• An individual is willing to neglect his or her interests or needs for tha
sake of the other person.
• People who accommodate may be selflessly generous or charitable, and
they may also obey another person when they would prefer not to, or
yield to another’s point of view.
• They may work against their own goals or objectives to reach a desired
outcome.
• Acknowledge they made a mistake/decide it was no big deal
• Put relationships first, ignore issues, and try to keep peace at any price
10. COMPROMISING
• Moderately assertive and moderately cooperative
• Individual prefers to split whaterver is at stake in half to partly
satisfy both parties just to get over the problem.
• Try to find fast, mutually acceptable solutions to conflicts that
partially satisfy both parties
• Results in a “lose-lose” approach
• Appropriate temporary solution
• Considered an easy way out when you need more time to
collaborate to find a better solution
11. AVOIDING
• Unassertive and uncooperative
• Individuals prefers to stay out of the situations either by
postponing a decisions, and withdrawing completely until
conditions are better.
• Can create some space in an emotional environment
• Not a good long-term strategy
12. COLLABORATING
• Assertive and cooperative
• The individual seek a mutually satisfying solution by understanding
the needs and interest of the other person.
• They attempt to work with others to find solutions that fully
satisfy the concerns of both parties.
• Expanding resources rather than competing.
• Seeks win – win solution
13. NEGOTIATING THROUGH A PERSONAL
CONFLICT SITUATIONS
• Understand the nature of the conflict
• Acknowledge your feelings and emotions
• Examine your relationship with this person
• Clarify your intentions
• Have a talk with the person involved
• Reconciliatory act
