This document discusses the nature and types of conflict, as well as strategies for resolving conflict constructively. It defines conflict as a disagreement resulting from differing ideas, perspectives, or goals. Conflicts can be interpersonal, intra-group, inter-group, or inter-organizational. The document outlines five conflict resolution styles and notes that the most constructive approach is collaboration, which aims for a win-win solution agreeable to all parties. It provides tips for effective conflict diagnosis, planning, preparation, implementation, and positive attitudes in conflict resolution.
Understanding Conflict: Causes, Types, Styles and Resolution
1.
2. A disagreement between people that may be
the result of different:
◦ Ideas
◦ Perspectives
◦ Priorities
◦ Preferences
◦ Beliefs
◦ Values
◦ Goals
◦ Organization structures
3.
4. Conflict is a problem when:
◦ It hampers productivity & increases tension
◦ Lowers morale
◦ Causes more & continued conflicts
◦ Causes inappropriate behavior
◦ Increases absenteeism
Conflict is constructive when:
◦ Opens up issues of importance resulting in issue
clarification
◦ Helps build cohesiveness as people learn more about
each other
◦ Causes reassessment by allowing for examination of
procedures or actions
◦ Increases individual involvement
5. Interpersonal
Intra group
Inter- group
Inter organizational
Each of the conflict types builds upon one another
to create the bigger problem.
6. Conflict Resolution Styles
Forcing conflict style: person attempts to resolve
conflict by using aggressive behavior
Avoiding: person attempts to passively ignore the
conflict rather than solve it
Accommodating: person attempts to resolve the
conflict by passively giving in to the other party
Compromising: person attempts to resolve the
conflict through assertive give & take concessions
Collaborating: person attempts to jointly resolve
the conflict with the best solution agreeable to all
parties
7. Lose – lose conflict
Management by avoidance or accommodation
Win – lose conflict
◦ Management by competition & compromise
Win – Win conflict
◦ Management by collaboration
8. 1. Diagnose
• Clarify critical issues
• Identify stakeholders
• Assess sources of conflict
2. Plan
• Recognize your styles
• Minimize blocks
• Plan your strategy
4. Implement
• Carry out the plan
• Evaluate outcomes
• Follow up
3. Prepare
• Problem solve
• Practice
9. Have a positive attitude
Not letting small problems escalate, deal with
them as they arise
Have an open ear to others perspective on conflict
solution
Focus on solving problems, not changing people
If you can’t resolve the problem, turn to someone
who can help
Give constructive critic/feedback
10. Conflict Between people is a Fact of Life.
Conflicts occur at all levels of interaction.
Thus, conflict is a critical event in the course of a
relationship.
Whether a relationship is healthy or unhealthy
depends not so much on the number of conflicts
between participants but on how the conflicts are
resolved.