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.

2.  A disagreement between people that may be
the result of different:
◦ Ideas
◦ Perspectives
◦ Priorities
◦ Preferences
◦ Beliefs
◦ Values
◦ Goals
◦ Organization structures

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.