This document discusses the nature and types of conflict. It begins by asking the reader to define conflict in one sentence. It then provides definitions of conflict as situations where one's needs are denied and as a social phenomenon that can be channeled productively. The document outlines symptoms of conflict such as tensions, poor communication, and falling productivity. It describes types of conflict including intra-individual, interpersonal, intra-group, and intergroup. Finally, it discusses breaking conflict loops by being aware of patterns, willing to change behaviors, open to learning new skills, and supportive of others making similar changes.

1. CONFLICT
MANAGEMENT

2. A Challenge
Please write a
One Sentence Definition of
C O N F L I C T.

3. Definition of Conflict (1 of 2)
A situation in which someone
believes that his or her own needs
have been denied.

4. Definition of Conflict (2 of 2)
“The goal of organizational leadership is not
to eliminate conflict, but to use it.”
“Conflict is a predictable social phenomenon
and should be channeled to useful
purposes.”

5. What Do You Think?
CONFLICT
What do you think and what images come to you . . .
When you hear the word . . .

6. Symptoms Of Conflict (1 of 4)
 Tensions.
 No desire to communicate.
 Work not done properly.
 Disastrous meetings.
 Anger occurs quickly and easily.

7. Symptoms Of Conflict (2 of 4)
 Failing productivity.
 Slipping morale.
 Absenteeism.
 Accidents.
 Escalating costs.
 Slamming doors.
 Shouting.

8. Symptoms Of Conflict (3 of 4)
 The employee (or employees)
involved display no desire to
communicate.
 Bad tempers are evident.
 Productivity is falling.
 Morale is slipping.

9. Symptoms Of Conflict (4 of 4)
 One or more of those involved
frequently calls in sick.
 Accidents and errors become more
frequent.
 Disagreements become more
pronounced (shouting, slamming
doors, etc.)

10. Dealing With Resistance
The Five "A'S"
 Avoidance.
 Acceptance.
 Adaptation.
 Adamancy.
 Attack (push back).

11. Types of Conflict
Within an individual
 Between two individuals
Within a team of individuals
Between two or more teams
within an organization

12. Types of Conflicts
 Intra – within
 Inter – between
 Intrapersonal conflicts - those occurring within the person,
involving decisions that an individual must make about
personal goals, use of time, moral questions, etc.
(someone who feels bad because he knows he should
get out and watch TV has an intrapersonal conflict)

13. INTRA-PERSONAL CONFLICT
A Conflict from Frustration
Need Drive Goal
Frustration
(deficiency) (Deficiency
with
Direction)
Barrier
Overt
Covert
(Reduction
of Drives
and fulfils
deficiency)

14. CAN BE MANAGED THROUGH
 SELF-ANALYSIS
 DIAGNOSIS OF THE SITUATION
ACTIONS:
 VALUS OF THE ORGANISATION
 ROLE ANALYSIS
 POLITICAL SKILLS

15. Types of Conflicts
 Intra – within
 Inter – between
 Intrapersonal conflicts -
 Interpersonal conflicts - These are more visible to outsiders. They
occur between two or more individuals. They can be fights,
arguments, or differences of opinion. (Sandra wants to use the
car to go to her after-school job but her mother plans to use the
car to go grocery shopping. These two are having an
interpersonal conflict because their needs conflict.)

16. DEFENSE MECHANISM
• Aggression
• Displacement
• Compensation
• Identification
• Withdrawal
• Fixation
• Compromise

17. Types of Conflicts
Intra-group conflicts - these conflicts
occur between individual members
of the same group (team, family.) A
school facility that is divided over
whether students should be allowed
to leave at lunchtime is experiencing
an intra-group conflict.

18. Types of Conflicts
Intergroup conflicts - these occur
between groups, regardless of the
size of the groups (classes, teams,
nations). A conflict between two
gangs, each representing a different
neighborhood, would be an
example of an intergroup conflict.

19. CONFLICT OUTCOMES
I WANT YOU TO
WIN LOSE
WIN
LOSE
I WANT TO
WIN-WIN WIN-LOSE
LOSE-WIN LOSE-LOSE

20. Breaking the Conflict Loop
Be Aware
Be Able to Support Be Willing
Be Open to Learn
If we want to break the Negative conflict
loop, we must be able to:
BE AWARE: of the patterns we are in and
The fact that our personal responses to
conflict can change, and probably should
BE WILLING to change our behavior, to try new ways of dealing with conflict.
BE OPEN TO LEARN new skills that will help us respond to a new way when conflict occurs.
BE ABLE TO SUPPORT others who are trying to make the same changes we are trying to make

21. END