conflict resolution

Category: Education

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Conflict Resolution : 

Conflict Resolution

Slide 2: 

Conflict Handling

Slide 3: 

Competing A desire to satisfy one’s interests, regardless of the impact on the other party to the conflict. Collaborating A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties. Avoiding The desire to withdraw from or suppress a conflict.

Slide 4: 

Accommodating The willingness of one party in a conflict to place the opponent’s interests above his or her own. Compromising A situation in which each party to a conflict is willing to give up something.

Slide 5: 

Problem solving Expansion of resources Avoidance Compromise Authoritative command Altering the human variable Altering the structural variables Communication Bringing in outsiders Restructuring the organization Ways of Conflict Handling

Fox - Compromising : 

Fox - Compromising For the common good Moderately concerned with relationships and goals Point out to the other person that if you both will make a few concessions, the conflict can be resolved quickly Point out that if the disagreement is to be resolved, some sacrifices must be made by both of you

Shark - Competing : 

Shark - Competing Try to overpower opponents by forcing them to accept their solutions Not concerned with needs of others Do not care about how others perceive them Believe in winning and losing Pursue your goals regardless of the other person’s concerns Make the first move, gain control, and maximize chances of obtaining your demands Prolong discussion until the other person gives in to your approach for handling the problem

Owl - Collaborating : 

Owl - Collaborating Value their own goals and relationships View conflicts as problems to be solved See conflicts as improving relationships by reducing tension Determine where each of you stands; identify options available to meet both parties’ needs Suggest combining your ideas with the other person’s ideas to make an even more workable idea Express concern for the differences between you; let the other person know you want a resolution that satisfies both of you

Turtle - Avoiding : 

Turtle - Avoiding Avoid conflict as all costs Give up their personal goals & relationships Downplay the seriousness of the problem: “Let’s not waste time with the matter.” Tell the other person that the problem does not concern you Explain that there is no point in trying to resolve a conflict between two people with such basically different personalities Easier to withdraw than face conflict

Teddy Bear-Accommodating : 

Teddy Bear-Accommodating Relationships most important, goals of little importance Want to be accepted and liked by other people Believe conflict should be avoided in favor of harmony Fearful that conflict will hurt someone Offer to handle the problem any way the other person wants Go along with whatever the other person requests, rather than get into the difficulties of direct confrontation

Compromising : 

Appropriate when . . . Compromising Goals are important but not worth the effort or potential disruption of more assertive modes Opponents with equal power are committed to mutually exclusive goals It is desirable to achieve temporary settlements to complex issues Time pressures necessitate expedient solutions Collaboration or competition is unsuccessful

Competing : 

Competing Quick, decisive action is vital (e.g., emergencies) Unpopular actions on important issues must be implemented (e.g., cost cutting, enforcing unpopular rules, discipline) You know you are right regarding issues vital to the organization’s welfare People will take advantage of noncompetitive behavior Appropriate when . . .

Collaborating : 

Collaborating An integrative solution must be found because both sets of concerns are too important to be compromised Your objective is to learn Insights from people with different perspectives should be merged Commitment can be gained by incorporating concerns into a consensus It is desirable to work through feelings that have interfered with a relationship Appropriate when . . .

Avoiding : 

Avoiding An issue is trivial or more important issues are pressing You perceive no chance of satisfying your concerns Potential disruption outweighs the benefits of resolution People must cool down to regain perspective Gathering information supersedes immediate decision Others can resolve the conflict more effectively Issues seem tangential or symptomatic of other issues Appropriate when . . .

Accommodating : 

Accommodating You find you are wrong You wish to allow a better position to be heard You wish to learn You wish to show your reasonableness Issues are more important to others than to you You wish to satisfy others You need to maintain cooperation It is desirable to build social credits for later issues You are outmatched and losing (minimizes loss) It is desirable to allow others to develop by learning from mistakes Appropriate when . . . Back

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