What is Conflict?

Conflict is Perceived difference

needs, values and goals

Conflict is not Sign of a bad relationship Negative experience

Part of a relationship

Consequence of
growth change

Mistake
Struggle between right and wrong

Structural Sources of Conflict:

Incompatible Goals
One partys goals perceived to interfere with others goals Different values/beliefs Explains cross-cultural and generational conflict Conflict increases with interdependence Higher risk that parties interfere with each other

Differentiation

Task Interdependence

Sources of Conflict

Scarce Resources

Motivates competition for the resource Creates uncertainty, threatens goals Without rules, people rely on politics Increases stereotyping Reduces motivation to communicate Escalates conflict when arrogant

Ambiguous Rules
Communication Problems

System Approach
By System theory ,you will increase your effectiveness by developing a system approach and perspective to conflict diagnosis and negotiation strategizing First we review certain principles derived from systems theory. Then we apply those principles to conflict diagnosis

System Approach
Communication system Theory System Theory
Conflict Theory Critical Theory

Chaos Theory Symbolic interactionism Theory

Communication Theory
*Hold that systems are open and that in fact, a closed system will ultimately cease to exist.

*Systems are comprised of subsystems and subparts, and there is a dynamic interaction between and among the parts as well as with external factors

Conflict Theory
*A system Theory approach includes an analysis of cause and effect relationship but does not assume that the whole is equal to the sum of its part. *It also includes the elements of feedback analysis. *It also includes analysis of the system itself-ways in which structure, roles and rules creates or sustain conflict.

*In diagnosing or assessing conflict, begin by tracking backward

Conflict Theory
*Determination of how the system is creating or sustaining conflict requires identification and analysis of Chain reactions and interactions. *Elements can be found by observation and communication
*identify systems rules that are adding or sustaining the conflict.

*Determine what is attained by the conflict in a constructive manner by looking for communication gaps, and cause and effect relationships.

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*One approach useful in identification of roles, functions and relationships is to raw sociogram. Key sociogram terms: *Social Network *Cluster *Isolate *Bridge *Liaison *Star

How to resolve conflict

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Managing, Resolving, And Avoiding Conflict Through Negotiation

CONFLICT MANAGEMENT & RESOLUTION

Managing is using the conflict for constructive

purposes. Managing conflict constructively may be approached in a compromising style. Resolution may be approached in three styles of interaction: _ Competing _ Compromising _ Colaborating

Conflict resolution implies solving, or closure

Where as

Conflict management implies something less

Contd..
Resolving conflict is the best course of action when

behaviors are destructive, or unwanted results from conflict. Resolution will enable the system to function effectively.

STYLES OF MANAGEMENT CONFLICT

AVOIDING ACCOMMODATING COMPETING COMPROMISING COLLABORATING

Contd..
Five conflict management modes

Withdrawal/Avoidance. Smoothing /Accomodating. Compromising Forcing/Competing. Problem solving/collaboration

temporary fails to resolve Provides resolution.

AVOIDING
Effective when the conflict is temporary The risk of engaging is too high Avoidance does not solve the problem May make the situation worse as time goes on

Three Potential Goals

Try to change the other person

Try to change the situation; or

Try to change yourself

Contd..
Changing the other person is unlikely to work!...focus

not should be on the other person but on the other persons opinions and behaviors.
Changing the situation, however, includes changing

the perceptions, opinions, and behavior of the other.

Changing yourself is to change your assessment,

perception, opinions and to accept the outcome.

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conflict provides opportunities to work with others to

produce resolutions that serve both individual and common interests

process of working together for a solution, better

decisions result, and the relationship between the conflicting parties improves

THANK YOU