The document discusses the nature of interpersonal conflict, defining it as a struggle between interdependent parties with perceived incompatible goals and interference. It outlines different styles of expressing conflict, including nonassertion, direct aggression, passive aggression, and assertion, with a focus on the most effective resolution methods such as win-win solutions. The text also provides steps for managing conflict effectively, emphasizing clear communication and understanding of each party's needs.

1. Interpersonal Conflict

2. • It is impossible to eliminate conflict
• It is possible to manage it
• Essential for healthier and stronger
relationships

3. The Nature of Conflict
 What is Conflict?
An expressed struggle between at least two
interdependent parties who perceive incompatible
goals, scarce rewards, and interference from other
parties in achieving their goals

4. The Nature of Conflict
 Expressed struggle
 Perceived incompatible goals
 Perceived scarce rewards
 Interdependence

5. Styles of Expressing Conflict
Different ways of handling conflict
Nonassertion
Direct Aggression
Passive Aggression
Indirect Communication
Assertion

6. NONASSERTION
 When you can’t express your thoughts/feelings
 When you don’t want to express your
thoughts/feelings
 REASONS
 Lack of confidence
 Lack of awareness
 By choice

7. NONASSERTION
 Forms of nonassertion:
i. Avoidance (physical/conversational)
ii. Accommodation
 Sometimes avoidance and accommodation are
sensible.
 Clear drawbacks too

8. DIRECT AGGRESSION

9. PASSIVE AGGRESSION
Expressing anger in an indirect way

10. Also called ‘crazymaking’
 Pseudoaccomodators
 Guiltmakers
 Jokers
 Trivial tyrannizers
 Withholders

11.  Conveying message in an indirect way
 Better than nonassertion
 Kinder than aggression
 Protects us from problems
 Saves face for the listeners
Risks of misunderstanding/no understanding

12. ASSERTION
Most skillful approach towards conflicts

13. Assertion
 Ability to state your needs and feelings
CLEARLY without using aggression
 Maintains self-respect of both parties
 Doesn’t always succeed because of other
party’s different style

14. Every conflict is a struggle to have one’s
goals met

15. Win-Lose Lose-Lose
Compromise Win-Win
Methods of Conflict Resolution

17.  Power is the main force is such situations
 Physical power
 Authority
Sometimes win-lose is necessary
 When resources are little
 When other party insists on defeating you/self
defense
 When other party is behaving in a CLEARLY
wrong way

18.  Neither side is satisfied
 Common way of resolving conflicts
 Ego comes in

19.  Both parties get SOME of what they wanted
 Both sacrifice part of their goals
 Not always an ideal option

20.  A solution that satisfies the needs of
everyone
 Working together is important here
 Some compromises are a type of win-win
 But ideally both parties should get what they
want (to call it a win-win)

21. Steps in Win-Win Method
Identify your
needs/problems
Make a date
Describe your
needs/problem
Partner checks
back
Find out what
your partner
needs
Check your
understanding of
the partner’s
needs
Negotiate a
solution
Follow up on the
solution

22. Step 1
Identify your problem and unmet needs
• Know that the problem is yours
• Identify your unmet needs
• feelings

23. Step 2
Make a date
• Find the right time and place
• Not everyone is ready all the time to talk about conflicts

24. Step 3
Describe your problems and needs
• Be specific
• Don’t use abstract terms

25. Step 4
Partner checks back
• Very important to make sure if the partner
understands your problem

26. Step 5
Find out what your partner needs
• It is fair and just
• Unhappy partner will make it difficult for you to
feel satisfied
• Ask the partner clearly
• Use listening skills

27. Step 6
Check your understanding of partner’s
needs
• Paraphrase
• Ask Questions

28. Step 7
Negotiate a solution
• Think of different solutions
• Evaluate them
• Decide on best solution

29. Step 8
Follow up on solution
Set aside some time to talk over how things are going

30. The End
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interpersonal-communication-and-
interpersonal-conflict/