Conflict styles
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The document discusses 5 different conflict styles: competitive, collaborative, compromising, accommodating, and avoiding. The competitive style takes a firm stand to make quick decisions, defend positions, or against exploitation. The collaborative style tries to meet everyone's needs through assertiveness and cooperation. The compromising style seeks partial solutions to satisfy all parties. The accommodating style prioritizes others' needs over one's own through cooperation. The avoiding style evades conflict by delegating, accepting defaults, or avoiding hurt feelings. Each style can be useful depending on the situation.
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Narendra Modi was born in 1950 in Gujarat, India. He displayed leadership skills as a student and helped establish a chapter of a national student organization. Modi has served as the Chief Minister of Gujarat since 2001. Under his leadership, Gujarat has experienced significant economic growth and development, becoming one of the top states in India. While some criticize his handling of religious riots in 2002, others praise his effective governance and prioritization of development in Gujarat. Modi is seen as a strong and dedicated leader focused on improving living standards in his state.
Camera Shots
The document discusses various camera shots, techniques, and equipment for video interviews. It mentions items like cameras, tapes, tripods, microphones, headphones, power sources, lighting sources, pre-roll and post-roll recording, dynamic backgrounds, interview shots, and basic camera shots like close-ups and long shots. It also briefly covers topics like time stamping, standard and extended play on tapes, the rule of thirds composition technique, and chromakey video.
Intervisie
Achtergrondmateriaal bij de workshop Interventie in intervisie voor congres Trends voor Trainers, 14 januari 2011.
http://www.trendsvoortrainers.nl
Aviva ppt
Aviva is the 5th largest life insurance group in the UK with 40 million customers and $377 billion in assets under management. It has a joint venture with Dabur, India's leading producer of traditional healthcare products. Aviva recruits the best candidates through an equal opportunity policy and uses psychometric tools from SHL and Belbin to assess competence. Employees feel comfortable talking with senior management unlike strict hierarchies at other organizations. The recruitment process involves requisition forms, sourcing candidates, selection interviews, medical evaluations, and evaluating return rates and retention.
Ppt on big bazar
Big Bazar is a chain of shopping malls in India with over 101 outlets owned by Future Group. It aims to attract customers through various offers while enhancing sales and increasing the average spending of existing customers. Recommendations to achieve this include focusing on e-commerce, improving customer service and loyalty programs, expanding training programs for employees, addressing long queues at billing counters, increasing product variety and brands, and improving infrastructure for distribution and home delivery. Further recommendations are to aggressively expand to tier 2 cities, offer exclusive product brands, improve store layout and customer experience, and ensure product quality and availability.
Hul ppt scm
Hindustan Unilever Limited (HUL) is India's largest Fast Moving Consumer Goods company with over 15,000 employees. HUL meets everyday needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life. HUL distributes goods through a network of over 4,000 redistribution stockists covering 6.3 million retail outlets and reaching 250 million rural consumers. Project Shakti, started in 2001, partners with self-help groups of rural women to distribute HUL products in over 5,000 villages across four Indian states.
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Understanding Conflict Management Styles by East Carolina University
This document discusses conflict management styles and how understanding them is important for resolving issues that arise when interacting with others. There are five main styles: accommodating, avoiding, collaborating, competing, and compromising. Accommodating means giving in to keep peace, while avoiding means not addressing conflicts. Collaborating involves finding win-win solutions through compromise and understanding different perspectives. Competing is a win-lose approach where one person's concerns are pursued at the expense of others. Compromising seeks fast, partially satisfying solutions. No single style is best - the situation determines the most effective approach. Knowing one's own style and fully understanding each conflict helps decide the best response.
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The document discusses different conflict management styles and when each style is appropriate or inappropriate to use. It describes the integrating, obliging, dominating, avoiding, and compromising styles. For each style, it provides details on when the style is useful and situations where it may not be effective. It also discusses the value and effects of conflict as well as factors like gender differences, perceptions, and goals that influence conflict situations.
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This document discusses conflict and conflict management. It defines conflict as an active disagreement between opposing views and explains that conflict should generally be resolved quickly unless it can spur competition and creativity. It then describes five approaches to conflict management: avoiding, accommodating, collaborating, compromising, and competing. For each approach it provides a brief explanation of when it may be most appropriate to use. The document concludes by explaining there are different views of conflict and outlining three perspectives: the traditional view of conflict as negative, the human relations view of conflict as natural and potentially positive, and the interactionist view of some conflict as necessary for group performance.
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This document outlines five methods for managing conflict: accommodation, compromise, avoidance, competition, and collaboration. Accommodation is a lose/win approach where one party forfeits their position. Compromise is a win/lose-win/lose approach where all parties gain and lose through negotiation. Avoidance is a lose/lose approach where issues remain unresolved. Competition is a win/lose approach where one party attempts to dominate. Collaboration is a win/win approach that requires trust and understanding between all parties. Each approach is best suited to different conflict situations.
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Our best effort would be to tackle our own life situation in a logical way so that it could bring the highest fulfilment in our life: so each of us should have a good idea of our coping skill and the way of managing our own crisis.
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Conflict arises from a perceived denial of needs and can take various forms from everyday disputes to overt battles. There are three main views of conflict: as dysfunctional, natural and inevitable, or something that can be either functional or dysfunctional depending on how it is managed. Effective conflict management requires understanding different conflict handling styles, the stages of conflict escalation, and using constructive techniques like equal participation, active listening, focusing on problems not people, and creative problem solving.
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The document discusses various techniques for resolving conflicts positively, including competitive, collaborative, compromising, accommodating, and avoiding styles. It provides descriptions of when each style may be most effective and examples of how to use each style. It also outlines steps for resolving conflicts through identifying needs, brainstorming solutions, evaluating options, agreeing on a solution, implementing it, and checking back to ensure it is working. The overall message is that resolving conflicts requires open communication, understanding different perspectives, and finding solutions where all parties' needs are met.
Conflict Resolution: Contextualized Approach to Learning
This document discusses approaches to conflict resolution. It defines conflict as a natural human phenomenon that occurs through interaction and differences in preferences. The outcome of conflict can be either positive or negative depending on how it is handled. The document then outlines five strategies for resolving conflict based on the Thomas-Kilmann model: competing, collaborating, compromising, accommodating, and avoiding. It also describes the interest-based relational approach and a five-step conflict resolution process involving setting the scene, gathering information, agreeing on the problem, brainstorming solutions, and negotiating an agreement.
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The document discusses conflict management and provides tools to recognize and deal with conflict in a constructive manner. It defines conflict and explains that conflict can be positive if managed well. Five styles of managing conflict are described: collaborating, compromising, accommodating, competing, and avoiding. Steps for analyzing conflict include understanding the basis, developing a management strategy, pre-negotiation, negotiation, and post-negotiation. Types of difficult people in conflict are outlined along with strategies for dealing with them. The overall message is that conflict need not be negative if the proper management techniques are applied.
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This document provides an overview of conflict management. It defines conflict and discusses that conflict can have both positive and negative aspects. It describes common "red flags" that signal emerging conflicts. The document outlines five common conflict management styles: collaborating, compromising, accommodating, competing, and avoiding. It provides guidance on when each style may be appropriate. The document also provides tips for dealing with difficult personalities, such as "Sherman tanks", "snipers", "chronic complainers", "negativists", and "exploders", while managing conflict.
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This document provides an overview of conflict management. It defines conflict and discusses that conflict can be both positive and negative depending on how it is handled. It outlines five common conflict management styles: collaborating, compromising, accommodating, competing, and avoiding. It also provides tips for dealing with difficult people, such as Sherman tanks, snipers, chronic complainers, negativists, and exploders, while still managing conflict in a constructive manner. The overall goal of conflict management is to develop skills like communication, problem solving, and negotiation to resolve issues by focusing on group needs rather than individual wants.
Managing Conflict (Others and Self)
“Conflict is inevitable, but combat is optional.” — Max Lucade
First and foremost, you must learn to accept conflict as an inevitable part of your social interactions. How you respond to and resolve conflict will limit or enable your success.
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The concept of conflict, being an outcome of behaviours, is an integral part of human life. Where ever there is interaction, there is conflict
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This document reviews different conflict management styles discussed in academic literature. It defines conflict management as identifying, addressing, and resolving disputes between individuals or groups in a constructive way. Five styles are described: competing is assertive and favors one's own interests; collaborating seeks win-win solutions; compromising finds a middle ground; accommodating prioritizes others' needs over one's own; avoiding withdraws from or ignores conflicts. The appropriate style depends on situational factors and personalities. Effective conflict resolution requires tailoring the approach to each situation and fostering collaboration.
Conflict management
Conflict arises when people perceive the same situation differently due to incompatible goals, priorities, opinions or values. While conflict can create stress and lower productivity, it also promotes creativity and innovation when focused on ideas. There are five main approaches to managing conflict: competing, collaborating, compromising, avoiding, and accommodating. The best approach depends on factors like issue importance and maintaining relationships. Effective conflict resolution requires understanding different perspectives, finding mutually agreeable solutions, and preventing conflicts from becoming personal attacks.
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Conflict arises from differences in thoughts, attitudes, interests or perceptions between individuals or groups. There are various types of conflicts including those over goals, ideas, personal issues or behaviors. Conflict resolution aims to find a solution where parties work together productively through open communication and understanding each other's perspectives. It requires skills like active listening, emotional intelligence, patience, impartiality, positivity and a willingness to compromise. Common conflict resolution strategies include avoiding, competing, accommodating, collaborating and compromising.
Self Assessment Test for Conflict Management
This 15 question assessment will help you to understand your conflict style as per the Thomas Kilmann Conflict Resolution Model. See more about that model in a video: http://blog.authenticjourneys.info/2015/11/conflict-management-model-thomas.html
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Conflict styles
- 4. These people can be highly assertive but unlike the competitor, they cooperate effectively and acknowledge that everyone is important.
- 7. This person is not assertive but is highly cooperative.
- 9. This style is typified by delegating controversial decisions, accepting default decisions, and not wanting to hurt anyone’s feelings.