Conflict Management
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The document discusses various strategies for effective conflict management and communication. It covers listening skills, negotiation techniques, managing anger, cognitive processes that can incite anger, steps for fair conflict resolution, maintaining peace at home, and balancing work and personal life. Key tips include separating people from problems, looking to long-term solutions, preserving dignity, acknowledging others' perspectives, using "I" statements, and scheduling follow-up meetings to resolve issues.
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Effective Communication Skills:
Resolving Conflicts
Naomi Brower, MFHD, CFLE, Extension Assistant Professor
Jana Darrington, MS, Extension Assistant Professor
Even the happiest of relationships experience conflicts
and problems (Markman, Stanley, Blumberg, Jenkins &
Whiteley, 2004). If handled well, issues provide
opportunities for personal and relationship growth.
There are many skills that can help individuals seeking
to resolve conflicts in a healthy way. One of the greatest
skills that aids in conflict resolution is effective
communication.
Common Conflicts
Issues, or conflicts, in relationships consist of any
situation, event or experience that is of concern or
importance to those involved. A variety of factors lead to
conflict, some of which include topics such as money,
children, and in-laws, personal issues such as self-
esteem, values, expectations, or goals, or relational
issues such as the amount of together time versus alone
time, support versus control, affection, and
communication (Miller & Miller, 1997). While there are
seemingly endless reasons for conflicts, they generally
surround the underlying needs of all humans including
physical, intellectual, emotional, social, and spiritual
(Miller & Miller, 1997; Townsend, 2010). Most
importantly, how we approach and communicate about
these issues often determines the outcome.
Conflicts in Communication
Most people know that in order to resolve conflicts, we
need to communicate about the issue; but negative
patterns of communication can often lead to greater
frustration and escalation of conflict. Consider the
following communication challenges:
Body Language/Tone of Voice
Communication is more than the words we choose to
use. In fact, our body language and tone of voice often
speak louder than our words. For example, shouting
“I’m not angry” is not a very convincing message! When
we give an incongruent message where our tone of voice
and body language does not match our message,
confusion and frustration often follow (Gottman &
DeClaire, 2001).
In order to overcome this communication challenge, we
need to be aware of what messages our body language
and tone of voice may be sending others. Speak calmly,
give eye contact, smile when appropriate, and maintain
an open and relaxed posture (Paterson, 2000).
Differences in Style
Each of us has a unique way of communicating, often
based on our family experiences, culture, gender and
many other factors (Markman et al., 2004; Miller &
Miller, 1997). For example, we may tend to be more
loud, outgoing, or emotional when compared to our
partner. While there is no right or wrong style, our past
experiences often lead to expectations that are not
usually verbally communicated with others, which can
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The document discusses key aspects of interpersonal relationships and teamwork, including understanding group dynamics, listening skills, responding effectively, showing respect, and practicing acceptance. It provides 10 guidelines each for understanding dynamics, improving listening, building respect on teams, and practicing acceptance. Successful relationships are built on listening, accepting, respecting, understanding, and responding to all team members.
negotiationskills.pdf
This document provides an overview of negotiation strategies and best practices. It discusses preparing for negotiation by understanding your interests and those of the other party. During negotiation, the key is to focus on interests rather than positions, listen actively, and be willing to find alternative solutions. Successful negotiations lead to consensus and maintain positive relationships between parties for future discussions. Gender differences in negotiation styles are also addressed. The overall message is that effective negotiation requires preparation, active listening, focusing on interests, finding mutually agreeable solutions, and maintaining good working relationships.
negotiationskills.pdf
This document provides an overview of negotiation strategies and best practices. It discusses preparing for negotiation by understanding your interests and those of the other party. During negotiation, the key is to focus on interests rather than positions, listen actively, and be willing to find alternative solutions. Successful negotiations lead to consensus and maintain positive relationships between parties for future discussions. Gender differences in negotiation styles are also addressed. The overall message is that effective negotiation requires preparation, active listening, focusing on interests, finding mutually agreeable solutions, and maintaining good working relationships.
Managing Conflict2[1]
This document discusses methods for managing conflict through effective communication and resolution. It defines conflict and explores the causes and perceptions of conflict. It then discusses physiological reactions to conflict, communication tools like active listening, and collaborative conflict resolution styles. The key points are that self-awareness, understanding different perspectives, validating emotions, and problem-solving to find win-win solutions are essential to managing conflict constructively.
Managing Conflict2
This document provides an overview of managing conflict through effective communication and resolution processes. It defines conflict and discusses the causes and people's perceptions in conflict. It also covers physiological reactions to conflict, communication tools like active listening, different conflict styles, and steps to resolve conflict through gathering information, verifying understanding, and collaborating on a resolution. The goal is managing conflicts constructively by recognizing issues, communicating openly, and finding a mutually agreeable solution.
Dealing with Conflict
Dealing with conflict is inevitable during and after a divorce. Most divorces ultimately result in a settlement through mediation rather than court decisions. It is important to understand the underlying interests and concerns of the other party rather than just their stated positions. Asking open-ended questions can help reveal these interests and find potential agreements. Both parties must feel their needs are met to reach an agreement. It is also important to acknowledge one's own role in past conflicts to improve communication and avoid repeating problematic behaviors.
Cross Cultural Conflict Management
http://www.collaborativejourneys.com
"Cross-Cultural Conflict Management"
Slides associated with workshop; delivered by Ben Ziegler, at the Inter-cultural Association of Greater Victoria, in December 2014.
Chapter 5 Chapter 8 .docx
Chapter 5
Chapter 8
Journal of International Consumer Marketing, 22:75–76, 2010
Copyright c© Taylor & Francis Group, LLC
ISSN: 0896-1530 print / 1528-7068 online
DOI: 10.1080/08961530902844980
BOOK REVIEW
BEYOND REASON: USING EMOTIONS AS
YOU NEGOTIATE. Roger Fisher and Daniel
Shapiro. New York: The Penguin Group, 2005,
256 pp. ISBN: 0-670-03450-9. List Price:
$26.95. Hardcover.
Beyond Reason is a welcome addition to the
growing body of knowledge about negotiation.
The authors have gone beyond the traditional
handling of strategies, tactics, and techniques
by emphasizing the role of emotions in the ne-
gotiation process. It is refreshing to note that
the human factor is given the attention it de-
serves, as negotiation is first and foremost a
decision-making process by which two or more
people agree on how to allocate scarce resources
(Thompson 1998). As negotiation involves both
reason and emotion, failing to master each of
these factors can result in deadlocks, break-
downs in the discussions, or in inferior solutions.
In their book, Fisher and Shapiro describe how
managing both positive and negative emotions
by adopting a systematic approach can lead to
better and lasting outcomes.
Positive emotions encourage flexibility, cre-
ativity, and cooperation. It also fosters greater
understanding, openness, and a willingness to
work together in finding mutually satisfying so-
lutions. Positive emotions are needed to build
goodwill, develop relationships, and strive for
superior agreements. Negative emotions, on the
other hand, restrict our capacity to think clearly,
limit our ability to listen actively, increase frus-
tration, and activate aggressive actions. In other
words, positive emotions facilitate win–win so-
lutions, while failing to control negative ones
can lead to win–lose-type outcomes. Whether it
is in personal or professional negotiations, both
parties need to understand their emotions and
their impact on future dealings, as negative emo-
tions often linger long after the negotiation has
passed. Moreover, emotions, whether positive
or negative, can be contagious and influence the
overall negotiation process. This entails how-
ever, that negotiators distinguish genuine emo-
tions from manipulative emotional ploys used to
deceive them. As emotions influence body lan-
guage, thinking, and behavior, negotiators have
to be able to read body language to notice any
discrepancies between what is being said and
body expressions.
According to the authors, there are five core
concerns that stimulate emotions in any negotia-
tion. Each concern is related to and dependent on
the others. Core concerns are defined as human
wants that are important to nearly everyone in
virtually every negotiation. These concerns are:
expressing appreciation, building affiliation, re-
specting autonomy, acknowledging status, and
choosing a fulfilling role. Detailed explanations
and examples are given for each of th.
Communication
This document provides tips for effective communication. It discusses how to be a good communicator, communicate effectively, listen strategically, win people's cooperation, negotiate, give feedback, deal with criticism, keep discussions from turning into arguments, resolve conflicts, present, use email, voice mail, telephone calls, and one's voice properly. It also offers guidance for having effective meetings and brainstorming sessions. The document emphasizes active listening, understanding different perspectives, being concise and respectful, and focusing on interests and solutions rather than positions.
Dealing With Difficult Ppl Aegnb
The document provides information on various topics related to conflict resolution and collaboration, including:
1. It defines conflict and collaboration, and provides a process for driving collaboration that involves fact finding, issue definition, collaboration requests, and follow up.
2. It discusses characteristics of successful team collaboration, such as timely involvement and defined plans.
3. It presents different models for understanding conflict, including the peacemaking pyramid, choice diagram, and collusion diagram.
4. It provides strategies for effective listening, communication, and maintaining emotional control during difficult conversations.
Similar to Conflict Management (20)
Crucial Conversations: Effective Communication When It Matters Most
Crucial Conversations: Effective Communication When It Matters Most
Conflict Management
- 1. Conflict Management: At Work and at Home Scott S. Meit, PsyD, MBA, FAACP Vice Chair for Psychology Department of Psychiatry & Psychology Cleveland Clinic Foundation