Beruflich Dokumente
Kultur Dokumente
by
DR JANEFRANCIS I. DURU
B.A, MPA, Ph.D, MNIM, ACIPM, MNITAD
janeduru@yahoo.com
0803 3210968
Course Objectives
What is Conflict?
Levels of Conflict
Conflicts can be at
Intrapersonal level (conflict within the individual)
Interpersonal level (individual to individual
conflict)
Inter-group level
Inter-organizational level
Intrapersonal conflict
Interpersonal conflict
Inter-group conflict
Inter-organizational conflict
Causes of Conflict
Misunderstandings
Personality clashes
Competition for resources
Authority issues
Lack of co-operation
Differences of opinion
Low performance
Values or goal differences
Fight it out
Pretend to agree
Try to find common ground
Admit that you are wrong
Turn the conflict into a joke
Work toward a mutually agreeable solution
Constructive Conflict
Conflict is constructive when it
Results in clarification of important problems and issues
Results in solutions to problems
Involves people in resolving issues important to them
Causes authentic communication
Helps release emotion, anxiety, and stress
Builds cooperation among people through learning more
about each other;
joining in resolving the conflict
Helps individuals develop understanding and skills
Destructive Conflict
Takes attention away from other important
activities
Undermines morale or self-concept
Polarizes people and groups, reducing
cooperation
Increases or sharpens difference
Leads to irresponsible and harmful
behavior, such as fighting, name-calling
Advantages of Conflict
Helps to raise and address problems.
Energizes work to be on the most
appropriate issues.
Helps people "be real", for example, it
motivates them to participate.
Helps people learn how to recognize and
benefit from their differences.
Improves communication
Disadvantages of Conflict
CONFLICT MANAGEMENT
STYLES
Force
Avoidance
Accommodation
Compromise
Collaborative
CONFLICT MANAGEMENT
STYLES (cont)
1.
2.
3.
4.
5.
CONFLICT MANAGEMENT
STYLES (cont)
Approach
Objective
Your Posture
Supporting Rationale
Likely Outcome
Forcing
It is better to risk
causing a few hard
feelings than to
abandon a position
you are committed
to.
Avoiding
Im neutral on that
issue. Let me think
about it.
Disagreements are
inherently bad
because they create
tension.
Interpersonal
problems dont get
resolved, causing
long-term frustration
manifested in a
variety of ways.
Accommodating
Maintaining
harmonious
relationships should
be our top priority.
CONFLICT MANAGEMENT
STYLES (cont)
Approach
Objective
Your Posture
Supporting Rationale
Likely Outcome
Compromising
Reach an
agreement quickly.
Participants
become
conditioned to
seek an
expedient,
rather than
effective
solution.
Collaborating
This is my position.
What is yours? Im
committed to finding the
best possible solution.
Participants
find an
effective
solution.
CONFLICT MANAGEMENT
STYLES (cont)
Its likely that a person employs more than
one style, depending on the situation, but
usually one style dominates.
Certain styles may be appropriate for
certain situations.
Thank You