1. Group Conflict Resolution “ When conflict becomes a win-lose contest in our minds, we immediately try to win.” - Thomas Crum

3. Collaborative : This style incorporates everyone, but slightly assertive. This style is useful when you need to bring everyone together from a variety of viewpoints to get the best solution.

4. Comprising : This style wants to try and partially satisfy everyone. This style is useful when the cost of conflict is higher than the cost of losing progress.

5. Accommodating : Meets everyone’s standards at the expense of their own needs, very cooperative. Very easily persuaded to surrender a position even if they don't want to. This style is unlikely to have the best outcomes.

6. Avoiding : This style is is used when you don't want to hurt anyone’s feelings. It is useful if it is impossible to win the battle or when someone else is in a better position to solve the problem. This style is highly ineffective.

8. What causes conflict? Personalities, values, attitudes, needs, expectations, perception, resources, and sexual harassment are the common causes.

9. Where does it happen? It can happen at a meeting, your desk, or even on your personal time.

10. How do you resolve it? Follow these tips :)

12. Bring a reality check to the table

14. Keep people and problems separate

15. Pay attention to the interest that are being presented

16. Set out the “facts”

17. Explore options together

18. Have a designated project manager

19. Don't allow disagreements to interfere with the effectiveness of the team

21. Make sure all parties want to resolve it

22. All parties must accept the conflict as a mutual problem

23. Explore the reasons for the conflict

24. Generate solution options

25. Involved parties must agree on which solution is most appropriate

26. Implement the selected solution

27. Evaluate the success/failure of the solution

28. Celebrate or go back to # 6

30. Define the problem or issue of disagreement

31. How do you each contribute to the problem?

32. List past attempts to resolve the issue that were not successful

33. Brainstorm. List all possible solutions

34. Discuss and evaluate these possible solutions

35. Agree on one solution to try

36. Agree on how each individual will work toward this solution

37. Set up another meeting. Discuss your progress

38. Reward each other as you each contribute toward the solution

40. What you should do:

41. 1. Ask to talk to John privately.

42. 2. Ask if he is having some trouble with his assignment and if he could use a hand because the report needs to get done.

43. 3. Create a deadline that works for both of you and a stragedy to accomplish it on time.

44. What you should not do:

45. 1. Approach John aggressively asking where your numbers are.

46. 2. Avoid talking to John and give him “looks” from accrossed the room.

47. 3. Tell everyone in the workplace how John isn't doing his part. (Start gossip)

49. It is estimated that more than 65% of performance problems result from strained relationships between employees -- not from deficits in individual employees' skill or motivation.

50. It costs 1.5 times the position salary to replace the employee in it (Drake Beam Morin, 2000).

51. It is estimated that sexual harassment claims alone are costing each Fortune 500 company $6.7 million per year, with costs for smaller companies being proportionately burdensome.

52. Recent studies find that more than two-thirds of managers spend more than 10% of their time handling workplace conflict and 44% of managers spend more than 20% of their time in conflict-related issues.

53. A number of surveys indicate that people in all occupations report the most uncomfortable, stress-producing parts of their jobs are the interpersonal conflicts that they experience on a daily basis between themselves and co-workers or supervisors. Is It really worth it?

54. Options “ If we manage conflict constructively, we harness it's energy for creativity and development.”-Kenneth Kaye What Other Options are there?