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Questions and Answers
What is the definition of conflict?
What is the definition of conflict?
An expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals.
All people involved must know about the disagreement for a conflict to exist.
All people involved must know about the disagreement for a conflict to exist.
True (A)
Goals in a conflict are perceived to be mutually exclusive.
Goals in a conflict are perceived to be mutually exclusive.
True (A)
Conflicts always involve perceived scarcity of resources.
Conflicts always involve perceived scarcity of resources.
Interdependence and interference are necessary elements of conflict
Interdependence and interference are necessary elements of conflict
What is power?
What is power?
Power is always present in relationships.
Power is always present in relationships.
Power is independent of context.
Power is independent of context.
Power always influences communication.
Power always influences communication.
Which type of message expresses dominance and control?
Which type of message expresses dominance and control?
Which type of message expresses submission?
Which type of message expresses submission?
Which type of message is neither dominant nor submissive?
Which type of message is neither dominant nor submissive?
What are the types of power?
What are the types of power?
What are the three dimensions of conflict?
What are the three dimensions of conflict?
What is the content dimension of conflict?
What is the content dimension of conflict?
What is the relational dimension of conflict?
What is the relational dimension of conflict?
What is the procedural dimension of conflict?
What is the procedural dimension of conflict?
What are some examples of things people fight over?
What are some examples of things people fight over?
What are conflict styles? (Choose all that apply)
What are conflict styles? (Choose all that apply)
What is the characteristic of the avoidance conflict style?
What is the characteristic of the avoidance conflict style?
Those who use avoidance style are pessimistic about conflict.
Those who use avoidance style are pessimistic about conflict.
Avoidance is always an effective strategy.
Avoidance is always an effective strategy.
Avoidance can lead to unsatisfying relationships.
Avoidance can lead to unsatisfying relationships.
Avoidance can be helpful when the risk of speaking up is too great.
Avoidance can be helpful when the risk of speaking up is too great.
Avoidance can be helpful when the relationship is not worth the effort.
Avoidance can be helpful when the relationship is not worth the effort.
Avoidance is best when the issue is temporary.
Avoidance is best when the issue is temporary.
Accommodation involves giving in to others’ demands.
Accommodation involves giving in to others’ demands.
Accommodation can enhance relationships.
Accommodation can enhance relationships.
Accommodation can lead to resentment.
Accommodation can lead to resentment.
Competition is a win-lose approach to conflict.
Competition is a win-lose approach to conflict.
The goal of competition is collaboration.
The goal of competition is collaboration.
Competition can be beneficial when only one person can win.
Competition can be beneficial when only one person can win.
Competition can lead to aggression.
Competition can lead to aggression.
Passive aggression is an indirect way to express dissatisfaction.
Passive aggression is an indirect way to express dissatisfaction.
Direct aggression involves physical attacks, but not character attacks.
Direct aggression involves physical attacks, but not character attacks.
Compromise involves both parties sacrificing their goals.
Compromise involves both parties sacrificing their goals.
Compromise is always the best outcome.
Compromise is always the best outcome.
Compromise can result in great personal costs.
Compromise can result in great personal costs.
Collaboration aims for win-win solutions.
Collaboration aims for win-win solutions.
Collaboration requires a high degree of concern for self and others.
Collaboration requires a high degree of concern for self and others.
Collaboration is a common conflict resolution style.
Collaboration is a common conflict resolution style.
There is a single 'best’ ' way to respond to conflicts.
There is a single 'best’ ' way to respond to conflicts.
What are important things to consider when choosing a conflict style?
What are important things to consider when choosing a conflict style?
Who are 'The Four Horsemen' of conflict?
Who are 'The Four Horsemen' of conflict?
The Four Horsemen are characterized by positive communication.
The Four Horsemen are characterized by positive communication.
What is a characteristic of criticism?
What is a characteristic of criticism?
What is a characteristic of defensiveness?
What is a characteristic of defensiveness?
What is a characteristic of contempt?
What is a characteristic of contempt?
What is a characteristic of stonewalling?
What is a characteristic of stonewalling?
Flashcards
Conflict
Conflict
An expressed struggle between two or more interdependent parties who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals.
Expressed Struggle
Expressed Struggle
All parties involved must be aware of the disagreement for it to be considered conflict.
Perceived Incompatible Goals
Perceived Incompatible Goals
The goals of the parties involved appear mutually exclusive - they can't both be achieved.
Perceived Scarce Resources
Perceived Scarce Resources
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Interdependence
Interdependence
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Interference
Interference
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Power
Power
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One-up message
One-up message
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One-down message
One-down message
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One-across message
One-across message
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Content Dimension of Conflict
Content Dimension of Conflict
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Relational Dimension of Conflict
Relational Dimension of Conflict
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Procedural Dimension of Conflict
Procedural Dimension of Conflict
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Avoidance Conflict Style
Avoidance Conflict Style
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Accommodation Conflict Style
Accommodation Conflict Style
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Competition Conflict Style
Competition Conflict Style
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Passive Aggression
Passive Aggression
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Direct Aggression
Direct Aggression
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Compromise Conflict Style
Compromise Conflict Style
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Collaboration Conflict Style
Collaboration Conflict Style
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Toxic Conflict
Toxic Conflict
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Criticism
Criticism
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Defensiveness
Defensiveness
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Contempt
Contempt
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Stonewalling
Stonewalling
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Serial Arguments
Serial Arguments
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Conflict Rituals
Conflict Rituals
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Define Your Needs
Define Your Needs
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Share Your Needs
Share Your Needs
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Listen to the Other Person's Needs
Listen to the Other Person's Needs
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Generate Possible Solutions
Generate Possible Solutions
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Evaluate and Choose
Evaluate and Choose
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Implement the Solution
Implement the Solution
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Follow Up
Follow Up
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Study Notes
Managing Conflict
- Conflict is an expressed struggle between at least two interdependent parties.
- Parties perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals.
- All involved parties must understand there is disagreement.
- Goals are perceived as mutually exclusive.
- Resources are seen as limited.
- There is interdependence and interference from others.
Power & Conflict
- Power is the ability to manipulate, influence, or control.
- Power is always present.
- Power depends on the context.
- Power influences communication.
- One-up message expresses dominance and control.
- One-down message shows submission.
- One-across message is neither dominant nor submissive.
- Power types include: reward, coercive, referent, informational, legitimate, and expert.
The Nature of Conflict
- Conflict has three dimensions:
- Content: the actual topic of disagreement.
- Relational: implications on the relationship.
- Procedural: how a decision should be made/implemented.
- Examples of conflict topics include personal criticisms, finances, and labor divisions.
3 Dimensions of Conflict
- Three dimensions are presented in visuals of discussions.
What's Your Conflict Style?
- Conflict styles include avoidance, accommodation, competition, compromise, and collaboration.
Avoidance (Lose-Lose)
- Avoiding or ignoring conflict.
- Pessimistic attitude about conflict.
- Easier to maintain the status quo.
- Leads to unsatisfying relationships.
- Avoidance can be useful when:
- The risk of speaking up is too high.
- The relationship is not worth the effort.
- The issue is temporary.
Accommodation (Lose-Win)
- Allowing others to have their way.
- Could enhance the relationship if done with right intentions.
- Can lead to resentment.
Competition (Win-Lose)
- Win-lose approach with high concern for self and low concern for others.
- Goal is winning the conflict.
- Beneficial when only one outcome is possible.
- Bids for control can breed aggression.
- Passive aggression: dissatisfaction expressed in a hidden way.
- Direct aggression includes character attacks, competence attacks, physical appearance attacks, teasing, ridicule, threats, swearing, and nonverbal emblems.
Compromise (Win-Win & Lose-Lose)
- Gives both sides at least some of what they want.
- Both sacrifice parts of their goals.
- Takes time and patience.
- Typically a better outcome.
- Costs can be high if one side compromises core values.
Collaboration (Win-Win)
- Win-win solutions to satisfy all parties.
- High degree of concern for self and others.
- Goal of solving problems together ("our way").
- Cooperative problem-solving is rare, requiring time and effort.
- Win-win is not always achievable or appropriate.
Which Style to Use?
- No single "best" way to respond to conflict.
- Consider: the situation, the other person, and your own goals.
Toxic Conflict: The Four Horsemen
- Criticism: complaining, attacking character.
- Defensiveness: denying responsibility, counterattacks.
- Contempt: belittling, demeaning, attacking self-worth.
- Stonewalling: withdrawing, shutting down dialogue.
Toxic Conflict & Antidotes
- A heading without further information regarding the contents.
Conflict Patterns
- Serial arguments: repetitive conflicts about the same issue.
- Conflict rituals: unacknowledged but very real repeating patterns of interlocking behavior.
- Rituals are problematic when they are the only way relational partners handle conflicts.
Conflict Management in Practice
- Define your needs, share needs, choose suitable time and place, use “I” language, listen to other's needs, generate possible solutions, evaluate solutions, choose the best, implement the solution, and follow up.
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Description
This quiz explores the fundamentals of conflict management, including the nature of conflict, power dynamics, and the interplay between parties in conflict scenarios. Understand the roles of power in influencing communication and relationships during conflicts. Test your knowledge on the key concepts and theories related to managing conflict effectively.
