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Resolving conflict - Eric Vanderburg - Remington College, 2005
1.
Resolving Conflict Eric Vanderburg Human
Relations – Eric Vanderburg ©2005
2.
Conflict One person has
or soon will damage something another person cares about Functional (constructive) Dysfunctional (destructive) Inner Conflict Person vs. Person conflict Intragroup conflict Person vs. Group Human Relations – Eric Vanderburg ©2005
3.
Conflict Type A -
differences of ideas, thoughts, objectives or perspective. End result of conflict is better understanding of objectives or better communication. Type B - very personal, gets emotional, and attacks person or personal characteristics. Conflict increases when participants respond in kind Human Relations – Eric Vanderburg ©2005
4.
Sources of Conflict Content
Conflict Values Conflict Solution: tolerate, listen, communicate Negotiation of selves conflict Rightness of ideas Solution: Get another source Self definition difficulty Solution: Build a positive self concept Institutionalized conflict Resource competition Solution: Revise organizational policies Human Relations – Eric Vanderburg ©2005
5.
Content Conflict Concerning Meaning Job
description Statement Project scope Creator should be found if possible Concerning Existence Common disputes (UFOs, Legendary monsters, Unproven theories) Search for irrefutable evidence (document, photo, witness) Human Relations – Eric Vanderburg ©2005
6.
Values Conflict Disagreement stemming
from a difference in beliefs or values Communicate your values or beliefs and how your opinion comes out of those Listen to others Tolerate Human Relations – Eric Vanderburg ©2005
7.
Negotiation of selves
conflict Difference in the way a person is viewed See others differently than you see yourself. They do the same to you. Power & Authority Ability Personality Obligations & Responsibility Human Relations – Eric Vanderburg ©2005
8.
Institutionalized Conflict Caused because
of an element of an organization Procedures Company values vs. Societal values Human Relations – Eric Vanderburg ©2005
9.
Analyzing Conflict Understand People Issues Everyone
on the same page Dealing with same facts Where is the conflict heading? Time Number of people involved Troublemakers Is immediate resolution necessary? Are there benefits from delay? One-sided? Tie-ins Related to other disputes Who will be affected by the conflict Human Relations – Eric Vanderburg ©2005
10.
Solutions Win-Lose Lose-Lose One side comes
out on top, one is unhappy Democracy Individual decision is made Both sides lose something, both unhappy Compromise May not solve underlying causes – conflict repeats Win-Win Both sides get what they want Understand needs and value of issues on both sides Satisfy as many needs on both sides as possible Human Relations – Eric Vanderburg ©2005
11.
Conflict Management Types Win-lose
– confrontational, assertive, must win Problem-Solver – looks at both parties’ needs, assertive, cooperative (Win-Win) Compromiser – wants good relationships and basic goal attainment Avoider – nonconfrontational, ignores & denies issues Accommodator – agreeable, cooperate so much that own goals are lost Human Relations – Eric Vanderburg ©2005
12.
Conflict Resolution Strategies Clarify
Interests Build relationships Bring main interests to light Find commonality Bring relationships back to state they were without the conflict Generate options Both sides participate Brainstorm Mutually beneficial solutions are encouraced Human Relations – Eric Vanderburg ©2005
13.
Conflict Resolution Strategies Legitimate
solutions Communicate Both give up same amount Be fair in everything Discuss viewpoints Bring out assumptions See that both sides listen Wise commitments Realistic No future conflict in sight Human Relations – Eric Vanderburg ©2005
14.
Low conformers Creative people Think
& work differently Working with them Tolerate honesty Accept firm behavior Support them when criticized Accept their independence Don’t try to get them to conform Human Relations – Eric Vanderburg ©2005
15.
Envious people Avoid conflict Discuss
the envy Don’t discuss things that could cause envy Talk to a superior – see if they notice it also Build their self esteem Human Relations – Eric Vanderburg ©2005
16.
Complainers Listen and ask
for their solution Ask for purpose Ask for specifics rather than vague terms like unfair Enact consequences Human Relations – Eric Vanderburg ©2005
17.
Passive people Ask open
ended questions Allow dead space until question is answered Explain disappointment or perceived meaning when silence is received Specify time limits Human Relations – Eric Vanderburg ©2005
18.
Win-Win Solutions Remove emotions
– clarify point and ask that emotions be put aside or express reasons for feelings Agree on group rules made by both parties Clarify positions Look at needs of both sides Develop alternatives – brainstorm without idea judgment Human Relations – Eric Vanderburg ©2005
19.
Being Proactive Boost self
esteem of others Work toward common goals Communicate Human Relations – Eric Vanderburg ©2005
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