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Conflict Resolution Styles

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Conflict Resolution Styles

  1. 1. Final Project
  2. 2.  Conflict – a fight, battle, or war; a competitive or opposing action of incompatibilities; or a mental struggle resulting from incompatible or opposing needs, drives, wishes, or external or internal demands Resolution – something that is resolved
  3. 3.  Avoidance Accommodation Competition Compromising Collaborating
  4. 4. •  ―Avoiding is unassertive and uncooperative—the person neither pursues his own concerns nor those of the other individual. Thus, he does not deal with the conflict. Avoiding might take the form of diplomatically sidestepping an issue, postponing an issue until a better time or simply withdrawing from a threatening situation.‖
  5. 5. •  ―Accommodating is unassertive and cooperative—the complete opposite of competing. When accommodating, the individual neglects his own concerns to satisfy the concerns of the other person; there is an element of self- sacrifice in this mode. Accommodating might take the form of selfless generosity or charity, obeying another persons order when you would prefer not to, or yielding to anothers point of view‖
  6. 6. •  ―Competing is assertive and uncooperative—an individual pursues his own concerns at the other persons expense. This is a power- oriented mode in which you use whatever power seems appropriate to win your own position—your ability to argue, your rank, or economic sanctions. Competing means "standing up for your rights," defending a position, which you believe is correct, or simply trying to win.‖
  7. 7. •  ―Compromising is moderate in both assertiveness and cooperativeness. The objective is to find some expedient, mutually acceptable solution that partially satisfies both parties. It falls intermediate between competing and accommodating. Compromising gives up more than competing but less than accommodating. Likewise, it addresses an issue more directly than avoiding, but does not explore it in as much depth as collaborating. In some situations, compromising might mean splitting the difference between the two positions, exchanging concessions, or seeking a quick middle-ground solution.‖
  8. 8. •  ―Collaborating is both assertive and cooperative—the complete opposite of avoiding. Collaborating involves an attempt to work with others to find some solution that fully satisfies their concerns. It means digging into an issue to pinpoint the underlying needs and wants of the two individuals. Collaborating between two persons might take the form of exploring a disagreement to learn from each others insights or trying to find a creative solution to an interpersonal problem.‖
  9. 9. o Anticipate: “Any change may be disruptive to employees, customers, or other partners. Taking time to think systemically about changes may yield insight into the potential causes of conflict.”o Prevent: “Based on accurate anticipation of conflict, leaders may be able to adjust a strategy, tactic, or communication to stop conflict from occurring. Calling on the organization’s purpose may garner support for a change instead of creating conflict—especially if current results are not satisfactory and the change is intended to improve results.”o Identify: “Not all conflicts can be prevented; leaders who quickly identify the experience of interpersonal conflict are able to move more quickly to manage it.”o Manage: “Rather than taking the emotion out of the conflict, or attempting to solve the problem, successful leaders who have accurately identified conflict manage the emotions and motives during conflict to build the relationship and move the conflict toward resolution.”o Resolve: “Once the interpersonal issues are addressed, people are more able to engage in productive dialogue about the opposing issues. Leaders who take the extra time to manage conflict achieve better results during resolution because people are no longer taking things personally. Instead they are able to engage in a free and open dialogue and make the best decision with the information available at the time”
  10. 10. *o “Listen for what is felt as well as said. When we listen we connect more deeply to our own needs and emotions, and to those of other people. Listening in this way also strengthens us, informs us, and makes it easier for others to hear us.”o “Make conflict resolution the priority rather than winning or "being right." Maintaining and strengthening the relationship, rather than “winning” the argument, should always be your first priority. Be respectful of the other person and his or her viewpoint.”o “Focus on the present. If you’re holding on to old hurts and resentments, your ability to see the reality of the current situation will be impaired. Rather than looking to the past and assigning blame, focus on what you can do in the here-and-now to solve the problem.”o “Pick your battles. Conflicts can be draining, so it’s important to consider whether the issue is really worthy of your time and energy. Maybe you dont want to surrender a parking space if you’ve been circling for 15 minutes. But if there are dozens of spots, arguing over a single space isn’t worth it.”o “Be willing to forgive. Resolving conflict is impossible if you’re unwilling or unable to forgive. Resolution lies in releasing the urge to punish, which can never compensate for our losses and only adds to our injury by further depleting and draining our lives.”o “Know when to let something go. If you can’t come to an agreement, agree to disagree. It takes two people to keep an argument going. If a conflict is going nowhere, you can choose to disengage and move on”

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