Conflict Management
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By the end of the presentation and discussion, you are able to: Know and differentiate the different conflict management styles Learn strategies for application in real-life conflicts
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Conflict Management
- 1. ACTIVITY
- 2. CONFLICT MANAGEMENT Princess C. Ceredon, Rpm Juna Phinky L. Delostrico, Rpm
- 5. LESS STRESS
- 6. OBJECTIVES By the end of the presentation and discussion, you are able to: - Know and differentiate the different conflict management styles - Learn strategies for application in real-life conflicts
- 8. AVOID Non-confrontational approach 1. Does not deal issues at hand when it arises. 2. Sidestepping or postponing an issue. 3. Withdrawing from a situation.
- 9. Pros: Does not escalate conflict; postpones difficulty Cons: Unaddressed problems; unresolved problems
- 10. ACCOMODATE 1. Yields to another’s point of view 2. Satisfy concerns of the other person, neglecting his own. 3. Typically value relationships over their own goal
- 11. Pros: Minimizes injury when we are outmatched; relationships are maintained Cons: Breeds resentment; exploits the weak
- 12. COMPROMISE Middle ground approach 1. Seek a compromise; they give up part of their goals and persuade the other person in a conflict to give up part of their goals. 2. Exchanging concessions
- 13. Pros: Useful in complex issues without simple solutions; all parties are equal in power Cons: No one is ever really satisfied
- 14. COLLABORATE 1. Highly value both their goals and their relationships. 2. See conflicts as a means of improving relationships by reducing tensions between two persons 3. Begin a discussion that identifies the conflict as a problem and strive to resolve tensions and maintain the relationship by seeking solutions that satisfy both parties.
- 15. Pros: Creates mutual trust; maintains positive relationships; builds commitments Cons: Time consuming; energy consuming
- 16. COMPETE Authoritarian approach 1. Typically value their goals over relationships. 2. They might try to force opponents to accept their solution to the conflict by overpowering them. 3. Stands up to what they believe in.
- 17. Pros: Goal-oriented; quick Cons: May breed hostility
- 19. ISSUES The extent to which the conflict involves important priorities, principles or values are involved in the conflict.
- 20. RELATIONSHIP The importance of maintaining a close, mutually supportive relationship with the other party.
- 21. RELATIVE POWER The power balance between you and the other party.
- 22. TIME How much time you have to resolve the issue.
- 24. AVOID • The conflict is small and relationships are at stake • You are upset and need time to cool off • There are more important issues to deal with • You are too emotionally involved and others around you can solve the conflict more successfully.
- 25. ACCOMODATE • An issues is not as important to you as it is to the other person. • You realize you are wrong • Harmony in the relationship is extremely important.
- 26. COMPROMISE • People of relatively equal power are equally committed to goals. • You can save time by reaching intermediate resolution of parts of complex issues. • The goals are moderately important.
- 27. COLLABORATE • Parties trust each other. • Important for all sides to buy into the outcome. • Involved people are open-minded. • Parties need to work through animosity and hard feelings.
- 28. COMPETE • You know you are right. • Time is short and a quick decision is needed. • You need to stand up for your rights.
- 29. VIGNETTE You and your roommate live in a dorm room on campus. Your roommate has a friend who is on fall break at a different time than your school. She wants to invite her friend to visit and stay for two nights. You know that you have three tests and a paper due that week. You would rather not have a guest that week. How will you work out this situation with her? What conflict management style did you use? What would you do if your roommate did not want to use this style?