self esteem actually assessment of our own self- self esteem is the opinion u have of yourself - hig self esteem based on our attitude - qualities of low self esteem - qualities of highself esteem - how exactly we improve our self esteem - appreciate yourself - facts abou t abraham lincoln - helen Keller - Thomas Edison
Self Assessment Test for Conflict ManagementJennifer Kumar
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
Gender Differences PowerPoint PPT Content Modern SampleAndrew Schwartz
165 slides include: highlighting gender and communication differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, negotiation and gender, biological brain and health differences, gender strengths with facts and trivia, managing and accommodating different genders, moving past stereotypes, the Parson's model, women working with men, men working with women, females in business, common misunderstandings with communication between spouses, interesting gender statistics and more.
ReadySetPresent (Gender Differences PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Misinterpreting gender differences can be potentially disastrous. However, understanding them, can lead to a harmonious environment both at work and at home. Gender Differences PowerPoint Presentation Content slides include topics such as: highlighting Gender and Communication Differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, 6 slides on negotiation and gender, 10 slides on biological brain and health differences, 25+ slides on strengths of genders with facts and trivia, 15+ slides on managing and accommodating different genders and moving past stereotypes, 4 slides on the Parson’s model, 9 slides on women working with men, 8 slides on men working with women, and 6 slides on females in business, 10 slides on common misunderstandings and communication between spouses, interesting gender statistics and more!
self esteem actually assessment of our own self- self esteem is the opinion u have of yourself - hig self esteem based on our attitude - qualities of low self esteem - qualities of highself esteem - how exactly we improve our self esteem - appreciate yourself - facts abou t abraham lincoln - helen Keller - Thomas Edison
Self Assessment Test for Conflict ManagementJennifer Kumar
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
Gender Differences PowerPoint PPT Content Modern SampleAndrew Schwartz
165 slides include: highlighting gender and communication differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, negotiation and gender, biological brain and health differences, gender strengths with facts and trivia, managing and accommodating different genders, moving past stereotypes, the Parson's model, women working with men, men working with women, females in business, common misunderstandings with communication between spouses, interesting gender statistics and more.
ReadySetPresent (Gender Differences PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Misinterpreting gender differences can be potentially disastrous. However, understanding them, can lead to a harmonious environment both at work and at home. Gender Differences PowerPoint Presentation Content slides include topics such as: highlighting Gender and Communication Differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, 6 slides on negotiation and gender, 10 slides on biological brain and health differences, 25+ slides on strengths of genders with facts and trivia, 15+ slides on managing and accommodating different genders and moving past stereotypes, 4 slides on the Parson’s model, 9 slides on women working with men, 8 slides on men working with women, and 6 slides on females in business, 10 slides on common misunderstandings and communication between spouses, interesting gender statistics and more!
Aversive Communication Strategies1. Discounting The message to .docxrock73
Aversive Communication Strategies
1. Discounting: The message to the other person is that his or her needs or feelings are invalid and do not have legitimacy or importance. E.g. : “You’ve been watching TV all day; why do you expect me to come home and do the bills?”
2. Withdrawing/Abandoning: The message is “Do what I want or I’m leaving”. The fear of abandonment is so powerful that many people will give up a great deal to avoid it.
3. Threatening: The message here is “Do what I want or I will hurt you”. The most typical threats are to get angry or somehow make the other person’s life miserable. E.g. : “Hey, okay, I won’t ask you to help me again. Maybe I will ask somebody else.”
4. Blaming: The problem, whatever it is, becomes the other person’s fault. Since they caused it, they have to fix it. E.g.: “The reason we are running up our credit cards every month is that you never saw a store you didn’t like”.
5. Belittling/denigrating: The strategy here is to make the other person feel foolish and wrong to have a particular need, opinion, or feeling. E.g.: “why do you want to go to the lake all the time? All you ever do is get allergy attacks up there.”
6. Guilt-tripping: This strategy conveys the message that the other person is a moral failure, that their needs are wrong and must be given up. E.g.: “If you don’t trust me, that tells me something is very wrong with our relationship.”
7. Derailing: This strategy switches attention away from the other person’s feelings and needs. The idea is to stop talking about them and instead talk about yourself. E.g.: “I don’t care what you want to do, right now I feel hurt.”
8. Taking away: Here the strategy is to withdraw some form of support, pleasure, or reinforcement from the other person as a punishment for something they said, did, or wanted. E.g.: John said, “I’m not really in the mood for hiking; it’s boring,” after his partner was unwilling to invest in a new camera.
Source: McKAy, Fanning, & Paleg, 1994)
Conflict Resolution Styles Questionnaire
and
Interpretive Notes
Introduction
Conflict is a fact of life. Of itself conflict is neutral – it is neither good or bad. However the interpretation people place on conflict and conflict situations results in a behavioural response of their choosing.
They may think it wise to avoid the conflict altogether – to walk away from it.
They may think of it as threatening a relationship which they value.
They may think of it as a competitive situation in which they want to be the winner.
They may think that give and take is the best way out of a conflict.
They may think that a conflict is a problem to be solved in a sensible way for the benefit of both parties.
Whatever their chosen response it will have an impact on the other party and that impact could be seen as neutral, positive or negative.
By identifying your preferred conflict resolution style, and identifying the preferred styles of others, you can manage and influence con ...
“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.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "The Options in Conflict".
Learn about, introduction to conflict resolution, the conflict resolution instrument, creating mutual understanding, focussing on individual needs, getting to the root cause and building a resolution,
A presentation on managing high-stakes co-founder disputes within startups brought to you by Workplace Collaborations. Learn how to view partnership disputes in tech startups from a win-win perspective that broaden understanding toward resolution.
Managing Difficult Conversations:9 Questions to Ask YourselfBarbara Greene
Do you avoid difficult conversations? There is no need to avoid them if you focus on the constructive possibilities. Start by asking yourself these 9 critical questions.
An expanded Conflict Resolution Presentations which gives more practical advice on how to use the information.
I had members of the class give real life examples of Conflict Causes as listed on pages 13-18 . This helped bring out some very REAL issues (without centering anyone out) that we were able to provide resolutions for. Worked well. Good Luck.
Aversive Communication Strategies1. Discounting The message to .docxrock73
Aversive Communication Strategies
1. Discounting: The message to the other person is that his or her needs or feelings are invalid and do not have legitimacy or importance. E.g. : “You’ve been watching TV all day; why do you expect me to come home and do the bills?”
2. Withdrawing/Abandoning: The message is “Do what I want or I’m leaving”. The fear of abandonment is so powerful that many people will give up a great deal to avoid it.
3. Threatening: The message here is “Do what I want or I will hurt you”. The most typical threats are to get angry or somehow make the other person’s life miserable. E.g. : “Hey, okay, I won’t ask you to help me again. Maybe I will ask somebody else.”
4. Blaming: The problem, whatever it is, becomes the other person’s fault. Since they caused it, they have to fix it. E.g.: “The reason we are running up our credit cards every month is that you never saw a store you didn’t like”.
5. Belittling/denigrating: The strategy here is to make the other person feel foolish and wrong to have a particular need, opinion, or feeling. E.g.: “why do you want to go to the lake all the time? All you ever do is get allergy attacks up there.”
6. Guilt-tripping: This strategy conveys the message that the other person is a moral failure, that their needs are wrong and must be given up. E.g.: “If you don’t trust me, that tells me something is very wrong with our relationship.”
7. Derailing: This strategy switches attention away from the other person’s feelings and needs. The idea is to stop talking about them and instead talk about yourself. E.g.: “I don’t care what you want to do, right now I feel hurt.”
8. Taking away: Here the strategy is to withdraw some form of support, pleasure, or reinforcement from the other person as a punishment for something they said, did, or wanted. E.g.: John said, “I’m not really in the mood for hiking; it’s boring,” after his partner was unwilling to invest in a new camera.
Source: McKAy, Fanning, & Paleg, 1994)
Conflict Resolution Styles Questionnaire
and
Interpretive Notes
Introduction
Conflict is a fact of life. Of itself conflict is neutral – it is neither good or bad. However the interpretation people place on conflict and conflict situations results in a behavioural response of their choosing.
They may think it wise to avoid the conflict altogether – to walk away from it.
They may think of it as threatening a relationship which they value.
They may think of it as a competitive situation in which they want to be the winner.
They may think that give and take is the best way out of a conflict.
They may think that a conflict is a problem to be solved in a sensible way for the benefit of both parties.
Whatever their chosen response it will have an impact on the other party and that impact could be seen as neutral, positive or negative.
By identifying your preferred conflict resolution style, and identifying the preferred styles of others, you can manage and influence con ...
“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.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "The Options in Conflict".
Learn about, introduction to conflict resolution, the conflict resolution instrument, creating mutual understanding, focussing on individual needs, getting to the root cause and building a resolution,
A presentation on managing high-stakes co-founder disputes within startups brought to you by Workplace Collaborations. Learn how to view partnership disputes in tech startups from a win-win perspective that broaden understanding toward resolution.
Managing Difficult Conversations:9 Questions to Ask YourselfBarbara Greene
Do you avoid difficult conversations? There is no need to avoid them if you focus on the constructive possibilities. Start by asking yourself these 9 critical questions.
An expanded Conflict Resolution Presentations which gives more practical advice on how to use the information.
I had members of the class give real life examples of Conflict Causes as listed on pages 13-18 . This helped bring out some very REAL issues (without centering anyone out) that we were able to provide resolutions for. Worked well. Good Luck.
1. CONFLICT STYLES QUESTIONNAIRE
The proverbs listed below can be thought of as some of the different strategies for resolving conflict.
Read each of the proverbs and using the following scale score how typical each is of your actions when
in conflict.
1 – I never believe this to be true, 2 –I seldom believe this is true, 3 – I sometimes this is
true, 4 - Frequently this is true 5 – This is almost always true/I firmly believe this
SCORE
1. It is easier to refrain than to retreat from a quarrel 1.
2. If you cannot make a person think as you do, make him or her do as you 2.
think
3. Soft words win hard hearts 3.
4. You scratch my back, I'll scratch yours 4.
5. Come now and let us reason together 5.
6. When two quarrel, the person who keeps silent first is the most 6.
praiseworthy
7. Might overcomes right 7.
8. Smooth words make smooth ways 8.
9. Better half a loaf than no bread at all 9.
10. Truth lies in knowledge, not in majority opinion 10.
11. He who fights and runs away lives to fight another day 11.
12. He hath conquered well that hath made his enemies flee 12.
13. Kill your enemies with kindness 13.
14. A fair exchange brings no quarrel 14.
15. No person has the final answer but every person has a piece to 15.
contribute
16. Stay away from people who disagree with you 16.
17. Fields are won by those who believe in winning 17.
18. Kind words are worth much and cost little 18.
19. Tit for tat is fair play 19.
20. Only the person who is willing to give up their monopoly on truth can 20.
profit from the truths that others hold
21. Avoid quarrelsome people as they will only make your life miserable 21.
22. A person who will not flee will make others flee 22.
23. Soft words ensure harmony 23.
24. One gift for another makes good friends 24.
25. Bring your conflicts into the open and face them directly; only then will 25.
the best solution be discovered
26. The best way of handling conflicts is to avoid them 26.
27. Put your foot down where you mean to stand 27.
28. Gentleness will triumph over anger 28.
29. Getting part of what you want is better than not getting anything at all 29.
30. Frankness, honesty and trust will move mountains 30.
31. There is nothing so important you have to fight for it 31.
32. There are two kinds of people in the world, the winners and the losers 32.
33. When one hits you with a stone, hit him or her with a piece of cotton 33.
34. When both give in halfway, a fair settlement is achieved 34.
35. By digging and digging, the truth is discovered 35.
2. SCORING
Copy your scorings from the questionnaire into the table below.
Total the columns.
The higher the total score for each strategy, the more frequently you tend to use that approach.
Turtle Shark Teddy Bear Fox Owl
1 2 3 4 5
6 7 8 9 10
11 12 13 14 15
16 17 18 19 20
21 22 23 24 25
26 27 28 29 30
31 32 33 34 35
TOTAL TOTAL TOTAL TOTAL TOTAL
3. CONFLICT STRATEGIES: WHAT ARE YOU LIKE?
Different people use different strategies for managing conflicts. These strategies are learned, usually in
childhood, and seem to function automatically. Usually we are not aware at the time of how we act in
conflict situations. We do whatever seems to come naturally. But we do have a personal strategy; and
because it was learned, we can always change it by learning new and more effective ways of managing
conflicts.
When you become engaged in a conflict, there are two major concerns you have to take into account:
1. Achieving your personal goals - you are in conflict because you have a goal that conflicts with
another person's goal. Your goal may be highly important to you, or it may be of little importance.
2. Keeping good relationship with the other person - you may need to be able to interact effectively with
the other person in the future. The relationship may be very important to you, or it may be of little
importance.
The importance of these two areas will affect the ways in which you act in any given conflict.
From these two concerns it is possible to identify five styles of conflict management:
High
Importance
RESULTS
Assertiveness
Low High
Importance RELATIONSHIPS Importance
Cooperation
4. CONFLICT STYLES
The Turtle ( WITHDRAWING )
Turtles withdraw into their shells to avoid conflicts. They give up their personal goals and relationships.
They stay away from the issues over which the conflict is taking place and from the persons they are in
conflict with. Turtles believe it is hopeless to try and resolve conflicts. They feel helpless. They believe
it is easier to withdraw (physically and psychologically) from a conflict than to face it.
The Shark ( FORCING )
Sharks try to overpower opponents by forcing them to accept their solutions to the conflict. Their goals
are highly important to them and relationships of minor importance. They seek to achieve their goals at
all costs. They are not concerned with the needs of others. They do not care if others like or accept
them. Sharks assume that conflicts are either won or lost and they want to be the winner. This gives
them a sense of pride and achievement. Losing gives them a sense of weakness, inadequacy and
failure. They try and win by attacking, overpowering, overwhelming and intimidating others.
The Teddy Bear ( SMOOTHING )
To teddy bears the relationship is of great importance while their own goals are of little importance.
Teddies want to be accepted and liked by other people. They think that conflict should be avoided in
favour of harmony and that people cannot discuss conflicts without damaging relationships. They are
afraid that if a conflict continues, someone will get hurt and that could ruin the relationship. They give
up their goals to preserve the relationship. They like to smooth things over.
The Fox ( COMPROMISING )
Foxes are moderately concerned with their own goals and their relationships with others. They give up
part of their own goals and persuade others in a conflict to give up part of theirs. They seek a conflict
solution in which both sides gain something - the middle ground between two extreme positions. They
compromise; they will give up a part of their goal and relationship in order to find agreement for the
common good.
The Owl ( CONFRONTING )
Owls highly value their own goals and relationships. They view conflicts as problems to be solved and
seek a solution that achieves both their own and the other person's goals. Owls see conflicts as a
means of improving relationships by reducing tension between two people. They try to begin a
discussion that identifies the conflict as a problem to be solved. By seeking solutions that satisfy
everyone, owls maintain the relationship. They are not happy until a solution is found that both satisfies
everyone's goals and resolves the tensions and negative feelings that may have been present.