Conflict handling styles

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"conflict is a part of learning"

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Conflict handling styles

  1. 1. Conflict Handling Styles<br />www.humanikaconsulting.com<br />
  2. 2. You Should …<br />
  3. 3. Having a preferred style for managing conflict<br />
  4. 4. Using different styles depending on the problem – and get there by using your ability to read situation<br />
  5. 5. avoiding<br />compromise<br />competition<br />accommodation<br />collaboration<br />
  6. 6. Avoiding<br />Characteristics<br /><ul><li>ignoring conflicts and hoping they’ll go away
  7. 7. putting problems under consideration or on hold
  8. 8. use of secrecy to avoid confrontation
  9. 9. appeal to bureaucratic rules</li></ul>When to use<br /><ul><li>Trivial, small/unimportant issue
  10. 10. no perceived chance of resolution
  11. 11. To allow a cool down period
  12. 12. To allow others to resolve the situation</li></li></ul><li>Compromise<br />Characteristics<br /><ul><li>negotiation
  13. 13. looking for deals and trade-offs
  14. 14. finding satisfactory or acceptable solutions</li></ul>When to use<br /><ul><li>goals are important, but not worth effort
  15. 15. opponents with equal power are committed to mutually exclusive goals
  16. 16. achieve temporary settlements to issues
  17. 17. arrive at solutions under time pressure
  18. 18. back-up to collaboration or competition</li></li></ul><li>Competition<br />Characteristics<br /><ul><li>create win-lose situations
  19. 19. use of power plays
  20. 20. forcing submission</li></ul>When to use<br /><ul><li>quick, decisive action is vital, very important
  21. 21. unpopular actions eg. cost cutting
  22. 22. issues are vital to company welfare
  23. 23. against people who take advantage of non-competitive behavior</li></li></ul><li>Accommodation<br />Characteristics<br /><ul><li>giving way
  24. 24. submission and fulfillment</li></ul>When to use<br /><ul><li>find you are wrong
  25. 25. issues more important to others than yourself
  26. 26. maintain cooperation
  27. 27. build social credits for later on
  28. 28. minimize loss
  29. 29. harmony and stability are important
  30. 30. allow team members to learn from their mistakes</li></li></ul><li>Collaboration<br />Characteristics<br /><ul><li>problem-solving carriage
  31. 31. tackle differences
  32. 32. sharing ideas and information
  33. 33. seeing problems and conflicts as challenges</li></ul>When to use<br /><ul><li>find an integrative solution when both sets of concerns are important
  34. 34. objective is to learn</li></li></ul><li>Resolving Conflict in a team<br />
  35. 35. Role Clarification Technique (RAT)<br />This is a systematic procedure which involves all team members understanding the requirements of their of own and everyone else's position, duties and expectations<br />You’ll need to clarify roles for team and individuals; for example via questionnaires (or for project teams - RAM matrices!)<br />
  36. 36. Each group should prepare list of what they would like the other groups to start doing, stop doing, and continue to do.<br />This list narrows he scope of the dispute and makes it easier to work on the core problems.<br />Intergroup Conflict Resolution<br />
  37. 37. “Conflict is A Part of Learning”<br />

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