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.
assertiveness is expressing your opinions, needs and feelings without ignoring or hurting the opinions, needs and feelings of others. Information taken from the bhp biliton career center
assertiveness is expressing your opinions, needs and feelings without ignoring or hurting the opinions, needs and feelings of others. Information taken from the bhp biliton career center
Difficult to maintain your relationships with people who have narcissistic personality disorder.
They will often disappoint you by prioritizing their own needs, over yours, and will not apologize for doing so.
You may feel like
you are struggling to gain their attention,
walking on eggshells in order to avoid offending them or
constantly working to avoid being blamed for the negative experiences in their lives.
If so, do your best to take stock of these narcissistic traits.
Being aware of these personalities, and their subtypes may help you create better boundaries between yourself and the people who embody them.
Safety in the workplace from Lateral Violence to Lateral Kindness Awasis 2016griehl
Lateral violence exists on a spectrum, from seemingly ordinary behaviour such as gossiping or criticism, to intimidation, racism and outright physical intimidation or harm. Lateral violence cannot thrive when employers, co-workers, and team-members become ethically and legally responsible. We do not accept bullying in our schools or other workplaces so why do we accept it or turn a blind eye within our teams? The concern is that lateral violence is happening or fostered at various levels and going on where we have learned to oppress one another and has become normal. Often, lateral violence is a mind-set based on fear rather than respect.
The goal of the presentation is to empower individuals to recognize lateral violence and intervene, through conflict resolution and to avoid unhealthy coping strategies. Having the conversation is what matters . . . it shows that everyone shares the responsibility for behaviour that affects our teams and our communities; we need to show our students healthy communication and role models so they will be able to model behaviours to lead us into the future in a balanced and health way forward.
This presentation had been used internally in a Lunch & Learn session at KMS Technology which is one of the types of knowledge sharing at KMS Technology Vietnam (www.kms-technology.com)
“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.
This is a short presentation which gives a definition of self-harm, then looks at why people self-harm including the self-harm cycle. It looks at who can be affected and what might trigger them then tells you some signs to look out for, how to respond if someone tells you about their self-harm and gives some ideas which are useful during recovery.
This presentation can be used just for information or as part of a brief training session.
De escalation techniques in relationshipMoshe Ratson
Conflicting situations are some of the toughest things you’ll face in your relationship. When conflicts begin to deteriorate into angry reaction, they often stop of being productive. How to deal with angry and aggressive behavior in your marriage, intimate relationship or any relationship is very challenging.
Given the destructive nature that escalation plays in relationships, it is important to develop tools and strategies to limit and reverse this process. It is important to understand that if one person changes, it changes the whole interaction. This presentation provides tips and recommendations about how to a render a situation less flammable and to prevent further deterioration.
De-escalation techniques are core skills in marriage counseling, couples therapy as well as leadership and management interventions.
Eric Berne defined a stroke as the “fundamental unit of social action”. A stroke is a unit of recognition, when one person recognizes another person. A stroke Can be Physical, Verbal or Non-verbal; Could be A hand shake, A compliment or A nod of the head;Could also be “Hello”, “Go away!” or A dismissive wave of the hand. (All of these acknowledge that the other person exists.)
Berne defined certain socially dysfunctional behavioural patterns as "games." According to Berne, Games are “sets of ulterior transactions, repetitive in nature, with a well-defined psychological payoff.” These repetitive, devious transactions are principally intended to obtain strokes, but instead they reinforce negative feelings and self-concepts, and mask the direct expression of thoughts and emotions.
In his book Games People Play, which achieved wide popular success in the early 1960s, Berne describes a series of games and gave them instantly recognizable names as:
"Why Don't You, Yes But"
"Now I've Got You, You SOB"
"I'm Only Trying To Help You".
Difficult to maintain your relationships with people who have narcissistic personality disorder.
They will often disappoint you by prioritizing their own needs, over yours, and will not apologize for doing so.
You may feel like
you are struggling to gain their attention,
walking on eggshells in order to avoid offending them or
constantly working to avoid being blamed for the negative experiences in their lives.
If so, do your best to take stock of these narcissistic traits.
Being aware of these personalities, and their subtypes may help you create better boundaries between yourself and the people who embody them.
Safety in the workplace from Lateral Violence to Lateral Kindness Awasis 2016griehl
Lateral violence exists on a spectrum, from seemingly ordinary behaviour such as gossiping or criticism, to intimidation, racism and outright physical intimidation or harm. Lateral violence cannot thrive when employers, co-workers, and team-members become ethically and legally responsible. We do not accept bullying in our schools or other workplaces so why do we accept it or turn a blind eye within our teams? The concern is that lateral violence is happening or fostered at various levels and going on where we have learned to oppress one another and has become normal. Often, lateral violence is a mind-set based on fear rather than respect.
The goal of the presentation is to empower individuals to recognize lateral violence and intervene, through conflict resolution and to avoid unhealthy coping strategies. Having the conversation is what matters . . . it shows that everyone shares the responsibility for behaviour that affects our teams and our communities; we need to show our students healthy communication and role models so they will be able to model behaviours to lead us into the future in a balanced and health way forward.
This presentation had been used internally in a Lunch & Learn session at KMS Technology which is one of the types of knowledge sharing at KMS Technology Vietnam (www.kms-technology.com)
“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.
This is a short presentation which gives a definition of self-harm, then looks at why people self-harm including the self-harm cycle. It looks at who can be affected and what might trigger them then tells you some signs to look out for, how to respond if someone tells you about their self-harm and gives some ideas which are useful during recovery.
This presentation can be used just for information or as part of a brief training session.
De escalation techniques in relationshipMoshe Ratson
Conflicting situations are some of the toughest things you’ll face in your relationship. When conflicts begin to deteriorate into angry reaction, they often stop of being productive. How to deal with angry and aggressive behavior in your marriage, intimate relationship or any relationship is very challenging.
Given the destructive nature that escalation plays in relationships, it is important to develop tools and strategies to limit and reverse this process. It is important to understand that if one person changes, it changes the whole interaction. This presentation provides tips and recommendations about how to a render a situation less flammable and to prevent further deterioration.
De-escalation techniques are core skills in marriage counseling, couples therapy as well as leadership and management interventions.
Eric Berne defined a stroke as the “fundamental unit of social action”. A stroke is a unit of recognition, when one person recognizes another person. A stroke Can be Physical, Verbal or Non-verbal; Could be A hand shake, A compliment or A nod of the head;Could also be “Hello”, “Go away!” or A dismissive wave of the hand. (All of these acknowledge that the other person exists.)
Berne defined certain socially dysfunctional behavioural patterns as "games." According to Berne, Games are “sets of ulterior transactions, repetitive in nature, with a well-defined psychological payoff.” These repetitive, devious transactions are principally intended to obtain strokes, but instead they reinforce negative feelings and self-concepts, and mask the direct expression of thoughts and emotions.
In his book Games People Play, which achieved wide popular success in the early 1960s, Berne describes a series of games and gave them instantly recognizable names as:
"Why Don't You, Yes But"
"Now I've Got You, You SOB"
"I'm Only Trying To Help You".
Vayu Energy is a physical energy supply and delivery organization that provides energy procurement
solutions to multinational corporations in the US and Europe. Names such as IBM, Covidien, GE, Smurfit
Kappa and State Street are amongst our customers.
Any history buffs out there? Any curious minds about the early origins of behavioral style models? Dr. Tony Alessandra gives us an introduction to the history of the four behavioral styles. Dr. Tony shines a light on the discussion and development of these styles through the centuries – from Hippocrates through Jung – we learn both the differences and the common threads of profiling people. Leading us up to the modern 4-style model – in particular, the popular DISC model. Dr. Tony also offers brief descriptions of each of the four styles: Dominance, Influencing, Steady, and Conscientious.
Big Five Personality Short FormThis is an example of an indivi.docxtangyechloe
Big Five Personality Short Form
This is an example of an individual self-assessment of personal styles. The sample questions below allow you to indicate your personal style on each of five global trait dimensions. There is no “right” or “wrong” or “good” or “bad” side to these dimensions; rather they help you identify your stylistic disposition and potential strengths. This is similar to finding out if you are left- or right-handed. Below each global trait is an example of personal style and three related questions with some on each of the poles.
Openness
Openness is the level of a person’s receptiveness to novel ideas, change, innovation, and new learning. On the continuum, this can be seen as preference for change on one end of the spectrum and preference for stability on the other.
Preference for Change
You value new learning, change, and innovation and find motivation in novelty, variety, and possibilities for improvement. New tasks and new learning are stimulating and attractive to you.
Answer each of the questions listed below by marking the selection that best describes your present agreement or disagreement with each statement.
Preference for Stability
You value familiarity, predictability, and precedent, and find comfort in stability, routine, and tradition. New tasks and new learning may be uninteresting or demanding for you.
1. The idea of lifelong learning appeals to me.
Strongly Agree
x
Agree
Neutral
Disagree
Strongly Disagree
2. I find it fun to learn and develop new hobbies
Strongly Agree
Agree
x
Neutral
Disagree
Strongly Disagree
Strongly Disagree
Disagree
x
Neutral
Agree
Strongly Agree
3. I have difficulty understanding abstract ideas.
Conscientiousness
Conscientiousness is the factor related to one’s reliability, dependability, trustworthiness, and the inclination to follow norms and rules.
Structured
Orderly, organized, and predictable, you strive to work according to plan and obey the rules, and you expect others to do the same. Comfortable with established procedures and policies, you appreciate reliability and conscientiousness in those around you.
Answer each of the questions listed below by marking the selection that best describes your present agreement or disagreement with each statement.
Flexible
Spontaneous, flexible, and adaptable, you strive to get results, by unconventional means if necessary, and feel restricted by rules and regulations. Comfortable with ambiguity, you appreciate originality and nonconformity in those around you.
1. I am very dependable and reliable in everything I do
Strongly Agree
x
Agree
Neutral
Disagree
Strongly Disagree
2. I like to keep everything I own in its proper place.
Strongly Agree
Agree
x
Neutral
Disagree
Strongly Disagree
Strongly Disagree
x
Disagree
Neutral
Agree
Strongly Agree
3. It is hard for me to keep my bedroom neat and clean.
Extroversion
Extroversion is a tendency to be outgoing, social, expressive, an.
what is meaning and definition of personality.
what is the tips for personality development.
what is five personality traits.
myers-briggs type indicators
Conversations about conflict provide parties with the opportunity to examine their own actions and
reactions. This process of reexamination inevitably evokes people’s natural defensive mechanisms.
Defensiveness prevents people from learning and blocks the potential for transformation to occur. This
workshop will look at the internal and external causes of defensiveness, as well as ways that mediators can
intentionally work with this natural phenomena.
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.
Similar to Situation analysis and personality (20)
We organize Art Therapy Course since 4-yrs: It is a Postgraduate course; we operate Regular and Distant both: knowledge of Psychology is not a must but doing something in a therapeutic way for the well being of regular mental and physical health of people must be there in the mindset of pupils.
PSYCHOLOGICAL ISSUES AND REMEDIES IN ADOLESCENT CHILDREN( 6TH - 12TH STANDAR...Dr Rupa Talukdar
How to deal with students: a clear picture giving emphasis on emotion, personality, learning skill & learning style and knowledge of right peg into the right hole leaving behind the traditional belief
It haunts me a lot after seeing my clients being nervous to enter my chamber; the role of a counsellor is nothing but to increase the life skill of living that they lack.
Case studies on art therapy for special chil and senior citizensDr Rupa Talukdar
A great help for people of India just to know how we can keep our senior citizens lively and jovial by virtue of Art Therapy and Positive sweet memories
It's the mind-body connection-only caring of body is not enough, obviously it is the need to take care of emotion of myself and the people around, otherwise life & lifestyle can not be healthy.
Now the Parenting program has been changing rapidly and so also the family set up; children of present generation are first day care generation from different aspects- this is the cause of setting up parents anew as today the children are world-wise
Relationship Counselling by Dr Rupa Talukdar, www.calcuttayellowpages.com/adv...Dr Rupa Talukdar
Relationship Counselling for Love-in-relationship, Marital Relationship, Extra marital affair, family Counselling, parenting of parents hampers due to mis-communication between two parents: so this slide will help you to know when you need the help of Relationship Counselling
Career Counselling is nowadays is essential to avail as many careers are there, so each and every candidate needs to know his/her appropriate career to study and also to be a professional person
-Rehabilitation Psychology Internship file by dr rupa talukdar-final-1Dr Rupa Talukdar
Being a psychological counselling practitioner I like to study Rehabilitation psychology to give relief my
Child counsellee
Adolescent counsellee
Adult in relationship crisis
The confused student
It enhances my skill of counselling as a whole: I like to share my case history with identical others to give them knowledge of Rehabilitation Psychology: not all of them are disabled but they are confused and indecisive to have best option of hopeful living.
Parenting is a great program-each and every mother should have some ideas about this: after having a beautiful child as you grow with the child you need to know the process how to take care of the cute emotion that helps it to be a person with sound emotion.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2. Know your Personality
Personality refers to individual
differences in characteristic patterns of
thinking, feeling and behaving. The study of
personality focuses on two broad areas:
3. Personality
One is understanding
individual differences in
particular personality
characteristics, such as
sociability or irritability.
The other is understanding
how the various parts of a
person come together as a
whole.
4. Personality Traits & Personality Types: What is
Personality?
What makes you who you are as a
person? You probably have some idea of
your own personality type — are you
bubbly or reserved, sensitive or thick-
skinned?
5. Personality Traits & Personality Types:
What is Personality?
The most widely accepted of these traits
are the Big Five:
• Openness
• Conscientiousness
• Extraversion
• Agreeableness
• Neuroticism
6. Personality Traits & Personality Types:
What is Personality?
Openness is shorthand for "openness
to experience." People who are high
in openness enjoy adventure. They're
curious and appreciate art,
imagination and new things. The
motto of the open individual might be
"Variety is the spice of life."
7. Personality Traits & Personality Types:
What is Personality?
Conscientiousness
• People who are conscientious are organized
and have a strong sense of duty. They're
dependable, disciplined and achievement-
focused. You won't find conscientious types
jetting off on round-the-world journeys with
only a backpack; they're planners.
8. Personality Traits & Personality Types:
What is Personality?
Extraversion
• Extraversion versus introversion is possibly the most
recognizable personality trait of the Big Five. The
more of an extravert someone is, the more of a social
butterfly they are. Extraverts are chatty, sociable and
draw energy from crowds. They tend to be assertive
and cheerful in their social interactions.
9. Personality Traits & Personality Types:
What is Personality?
Agreeableness
• Agreeableness measures the extent of a
person's warmth and kindness. The more
agreeable someone is, the more likely they are
to be trusting, helpful and compassionate.
Disagreeable people are cold and suspicious of
others, and they're less likely to cooperate
10. Personality Traits & Personality Types:
What is Personality?
Neuroticism
• To understand neuroticism, look no further than George Costanza of the
long-running sitcom "Seinfeld." George is famous for his neuroses, which
the show blames on his dysfunctional parents. He worries about
everything, obsesses over germs and disease and once quits a job
because his anxiety over not having access to a private bathroom is too
overwhelming.
• People high in neuroticism worry frequently and easily slip into anxiety
and depression. If all is going well, neurotic people tend to find things to
worry about. One 2012 study found that when neurotic people with
good salaries earned raises, the extra income actually made them less
happy.
11. Neuroticism
Unsurprisingly, neuroticism is linked with plenty of bad
health outcomes. Neurotic people die younger than the
emotionally stable, possibly because they turn to tobacco
and alcohol to ease their nerves.
Possibly the creepiest fact about neuroticism, though, is that
parasites can make you feel that way. And we're not talking
about the natural anxiety that might come with knowing
that a tapeworm has made a home in your gut. Undetected
infection by the parasite.
12. Other personality measures
Though personality types have fallen out of favor in modern psychological research as
too reductive, they're still used by career counselors and in the corporate world to
help crystallize people's understanding of themselves. Perhaps the most famous of
these is the Myers-Briggs Type Indicator. A questionnaire based on the work of early
psychologist Carl Jung sorts people into categories based on four areas: sensation,
intuition, feeling and thinking, as well as extraversion/introversion.
13.
14. Our different approaches to responding to and managing
conflict, based on our personality and learned behaviours.
• Understanding the theory of
conflict handling styles
• In what ways does personality
affect the way people handle
conflict? • How we behave when
in conflict
15. Upbringing, Experiences and
Efforts……………
We all deal with conflict in
different ways. In part this
variation is dependent on our
upbringing, our life experiences
and the efforts we have made
towards our personal growth
and development. But it is also
largely influenced by our
personality.
16. How Conflict management skill grows
Some personalities deal with conflict in an
open and comfortable manner and others
avoid it. Studies show that people with a
passive aggressive personality tend to actively
avoid conflict and feel uncomfortable
confronting others in a conflictual context.
These people feel angry or frustrated but are
not comfortable expressing that emotion.
Emotions which are suppressed for too long
may erupt when control weakens and
typically there is an outburst in a moment of
heat and stress.
17. How Conflict management skill grows
Although conflict can be both
functional and dysfunctional,
unresolved conflict results in
dissatisfaction and stress, thus
reducing efficiency and
productivity. Some personalities
enhance relationships, and others
harm relationships. Some solve the
conflict/others increase it.
18. Understanding the Situations: Conflict
Styles
Five main styles
of dealing with
conflict that vary
in their degrees of
cooperativeness
and assertiveness.
19. Competitive:
People who tend towards a competitive style take a firm stand, and know what they
want,
Typically they pursue their own goals at another person’s expense.
They usually operate from a position of power, drawn from things like position, rank,
expertise, or
Persuasive ability. We often say that a competitive style is where someone “stands up
for their rights”. This style can be useful when a decision needs to be made quickly;
When the decision is unpopular; or when defending against someone who is trying to
exploit the situation selfishly.
However it can leave people feeling bruised, unsatisfied and resentful when used in
less urgent situations.
20. Accommodating:
This style indicates a willingness to meet the needs of others at the Expense of
the person's own needs. A person with this style is both unassertive and
cooperative – which is the opposite of competing.
The accommodator often knows when to give in to others, but can be
persuaded to surrender A position even when it is not warranted.
Accommodation is appropriate when the issues matter more to the other party,
when peace is more valuable than winning, or when you want to be in a
position to collect on this "favour“ you gave.
However people may not return favours, and overall this approach is unlikely to
give the best outcomes.
21. Avoiding:
People tending towards this style seek to avoid the conflict entirely. They are Unassertive
and uncooperative.
This style is typified by delegating controversial decisions, accepting default decisions,
and not wanting to hurt anyone's feelings.
It can be appropriate when victory is impossible, when the controversy is trivial, or when
someone else is in a better position to solve the problem.
A person with this style will typically postpone dealing with a problem or sidestep dealing
with it at all.
In many situations this is a weak and ineffective approach to take.
When we avoid conflict we are neither trying to achieve results nor addressing
relationships with other people. We simply do not want to deal with the conflict.
22. Collaborative:
People tending towards a collaborative style try to meet the needs of all people
involved. They are both assertive and collaborative.
These people can be highly assertive but unlike the competitor, they cooperate
effectively and acknowledge that everyone is important.
This style is useful when you need to bring together a variety of viewpoints to get
the best solution; when there has been a history of previous conflicts in the
group; or when the situation is too important for a simple trade-off.
Collaborating may take the form of exploring the disagreement in an open and
frank way or trying to find creative solutions to a problem.
23. Compromising:
People who prefer a compromising style try to find a solution that will at least partially satisfy
everyone.
In some situations it may mean the parties making concessions or seeking a middle-ground solution.
The aim is to find some usually acceptable solution which will partially satisfy the parties.
Compromise is useful when the cost of conflict is higher than the cost of losing ground, when equal
strength opponents are at a standstill and when there is a deadline looming.
When people compromise, each person partially meets the other’s demands. Compromising
sometimes means sacrificing important needs.
It is not unusual for both people to walk away unsatisfied from a compromise.
25. Passive style
The Passive approach adopts a
submissive form of behaviour, in
which conflict is avoided and this then
allows conflict to escalate, due to this
issues not being addressed.
Passive people often express their
resentment to other people, and try to
enlist the support of others.
26. Aggressive
Aggressive approaches can
work in the short term, as
people can be bullied into
accepting an outcome.
Rarely is an aggressive approach
likely to be a long term solution,
as those who have been forced
into submission are likely to be
resentful.
27. Assertive
Assertive approaches are likely to
produce lasting resolution, as this is
the style where there is open dialogue
between the parties and a desire for
all parties’ needs to be met.
There is an honest admission of what
each person’s needs are and a focus
on fair outcomes.
28. Fit the Style to the Situation
Once you understand the different
styles, you can use that
information to think about the
most
Appropriate approach (or
mixture of approaches) for
the situation you're in.
You can also think about your
own instinctive approach, and
learn how you need to change
this if necessary.
Assess the situation and decide
which approach is most likely to
deliver the desired outcome.
Ideally you can adopt an
approach that meets the
situation, resolves the problem,
respects people's legitimate
interests, and mends damaged
working relationships.
29. How might you select an appropriate
conflict management style?
How invested in the
relationship are you?
How important is the issue to
you?
Do you have the energy for the
conflict?
Be aware of the potential
consequences
Are you ready for the
consequences?
30. Exercise Five
Determine your
own personality
style and typical
approach to
conflict.
Armed with this
knowledge,
analyse how you
typically handle
conflict both at
work and in your
personal life.
What are your
strengths in the
way you handle
conflict?
What could
fruitfully be
changed?
Which specific
Style of Conflict
Management is
most likely to be
effective in your
workplace?