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Conflict & Conflict Management

This document discusses conflict and conflict management. It defines conflict as a condition that arises when one party feels a concern is being or will be frustrated by another party. Conflict is a dynamic process that passes through several stages, including latent conflict where the conditions exist but are not recognized, felt conflict where tensions build internally, perceived conflict where the conditions are recognized, and manifest conflict where the conflict is openly acknowledged. The document also outlines several methods for managing conflict, including withdrawing, smoothing, forcing a solution, compromising, and collaborating. It notes some positive aspects and provides tips for effective conflict resolution.

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Roszelan Majid
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240 views19 pages

Conflict & Conflict Management

This document discusses conflict and conflict management. It defines conflict as a condition that arises when one party feels a concern is being or will be frustrated by another party. Conflict is a dynamic process that passes through several stages, including latent conflict where the conditions exist but are not recognized, felt conflict where tensions build internally, perceived conflict where the conditions are recognized, and manifest conflict where the conflict is openly acknowledged. The document also outlines several methods for managing conflict, including withdrawing, smoothing, forcing a solution, compromising, and collaborating. It notes some positive aspects and provides tips for effective conflict resolution.

Uploaded by

Roszelan Majid
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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CONFLICT & CONFLICT

MANAGEMENT
CONFLICT
™A CONDITION THAT RESULTS WHEN ONE
PARTY FEELS THAT SOME CONCERN OF
THAT PARTY HAS BEEN FRUSTRATED OR
IS ABOUT TO BE FRUSTRATED BY A
SECOND PARTY.
™ PARTY = refers to individuals, groups,
organizations
DYNAMIC
™ CONFLICT IS A DYNAMIC PROCESS

™ DOES NOT APPEAR SUDDENLY

™ PASSES THROUGH SEVERAL STAGES


STAGES OF CONFLICT

™ CONFLICT PASSES THROUGH SEVERAL


STAGES
LATENT CONFLICT
™ THEBASIC CONDITION FOR CONFLICT
EXISTS

™ BUTHAVE NOT YET BEEN RECOGNIZED


BY THE PARTIES.

™ Example: experienced non-graduate and young


inexperienced graduate in same department
FELT CONFLICT

™ INTERNALTENSIONS BEGIN TO BUILD IN


THE INVOLVED PARTIES

™ BUTTHE CONFLICT IS STILL NOT OUT IN


THE OPEN.
PERCEIVED CONFLICT
™ THEBASIC CONDITIONS FOR CONFLICT
ARE RECOGNIZED BY ONE OR MORE OF
THE PARTIES
MANIFEST CONFLICT

™ THE CONFLICT IS OUT IN THE OPEN

™ THEEXISTENCE OF THE CONFLICT


BECOMES OBVIOUS TO PARTIES THAT ARE
NOT INVOLVED
CONFLICT AFTERMATH
™ THE
CONFLICT IS STOPPED BY SOME
METHOD.

™ HOWTHE CONFLICT IS STOPPED


ESTABLISHES NEW CONDITIONS THAT
LEAD EITHER TO A NEW CONFLICT OR TO
MORE EFFECTIVE COOPERATION
BETWEEN THE INVOLVED PARTIES.
MANAGING CONFLICT: METHODS

™ WITHDRAWING
™ SMOOTHING
™ FORCINGCONFLICT TO A SOLUTION
™ COMPROMISING
™ COLLABORATING
WITHDRAWING
™ ISSUE IS RELATIVELY UNIMPORTANT.
™ TIME IS NEEDED FOR COOLING OFF.
™ PERSON TRIES TO SOLVE PROBLEM BY
DENYING ITS EXISTENCE
™ WIN/LOSE RESULT
SMOOTHING
™ ISSUEIS RELATIVELY UNIMPORTANT.
™ PRESERVATION OF RELATIONSHIP IS
IMPORTANT.
™ EMPHASIZES AREAS OF AGREEMENT.,
™ DIFFERENCES ARE PLAYED DOWN.
™ RESULTS IN WIN/LOSE
™ VARIATIONS OF RESENTMENT AND
DEFENSIVENESS
FORCING
™ WHEN POWER COMES WITH AUTHORITY
AND THIS METHOD HAS BEEN AGREED
UPON.
™ CONFLICT IS SETTLED BY USING ONE’S
AUTHORITY, MAJORITY RULE, A
PERSUASIVE MINORITY, ETC.
™ RESULTS IN WIN/LOSE IF THE DOMINATED
PARTY SEES NO BENEFIT FOR ITSELF.
COMPROMISING
™ PARTIES HAVE ENOUGH LEEWAY TO GIVE.
™ EACH PARTY GIVES UP SOMETHING IN
ORDER TO MEET MIDWAY.
™ RESULTS IN LOSE/LOSE IF MIDDLE OF THE
ROAD POSITION IGNORES THE REAL
DIVERSITY OF THE ISSSUE.
™ CAN ALSO RESULT IN WIN/WIN IF
MANAGED WELL.
COLLABORATING
™ APPROPRIATE IF TIME IS AVAILABLE.
™ WIN/WIN
™ ABILITIES,
VALUES AND EXPERTISE ARE
RECOGNISED.
™ EACH PERSON’S POSITION IS CLEAR.
™ GOOD FOR COMPLEX PROBLEMS
™ EMPHASIS IN ON JOINT SOLUTION.
POSITIVE ASPECTS OF CONFLICT &
CHANGE
™ CONFLICT USUALLY CAUSES CHANGE

™ CONFLICT ACTIVATES PEOPLE,


ELIMINATES MONOTONY AND
BOREDOM, GETS THEM MOVING

™ CONFLICT IS A FORM OF
COMMUNICATION, OPENING UP MORE
CHANNELS OF COMMUNICATION
CONT..
™ CONFLICT CAN BE HEALTHY AS IT RELIEVES
PENT-UP EMOTIONS
™ CONFLICT CAN BE EDUCATIONAL IN THAT
PARTICIPANTS OFTEN LEARN A GREAT DEAL
NOT ONLY ABOUT THEMSELVES BUT ALSO
ABOUT OTHER PEOPLE INVOLVED.
™ THE AFTERMATH OF A CONFLICT CAN BE A
STRONGER AND BETTER WORKING
ENVIRONMENT
TIPS FOR CONFLICT RESOLUTION
™ ACKNOWLEDGE CONFLICT
™ ENCOURAGE PARTICIPATION
™ ENCOURAGE COMMITMENT
™ DETERMINE THE FACTS: QUESTION
™ LISTEN
™ FOCUS ON THE PROBLEM, NOT THE PEOPLE
™ GO FOR COLLABORATION METHOD:
MUTUALLY BENEFICIAL & WIN-WIN
THANK YOU

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