Week 7 Conflict Management PDF

FIA3111 Interpersonal Communication Week 7 Face-to-Face Session Conflict Management  Lesson Objectives At the end of the session, students should be able to: define interpersonal conflict compare and contrast three types of interpersonal conflict des...

FIA3111 Interpersonal Communication Week 7 Face-to-Face Session Conflict Management  Lesson Objectives At the end of the session, students should be able to: define interpersonal conflict compare and contrast three types of interpersonal conflict describe five conflict management styles identify and describe four conflict management skills Conflict Defined  Interpersonal conflict is an expressed struggle between at least two interdependent people who perceive incompatible goals, scarce resources, or interference in the achievement of their goals. Conflict Elements An expressed struggle – verbal or non verbal; Between at least two interdependent people; Interdependent: dependent on each other; one person’s actions affect the other person Incompatible goals, scarce resources, and interference; Achieving a goal – goal oriented, they want something. Conflict Triggers - common perceived causes of interpersonal conflict. Criticism Feeling entitled Perceived lack of fairness More perceived costs than rewards Different perspectives Stress and lack of rest Dialectical tension - dialectical tension is tension arising from a person’s need for two things at the same time  Conflict as a Process Conflict has a source, beginning, middle, end and aftermath.  Source: prior conditions  Beginning: frustration awareness  Middle: active conflict  End: resolution  Aftermath: follow-up Constructive conflict Destructive conflict a) Source: Prior Conditions  The first phase in the conflict process is the one that sets the stage for disagreements—it begins when you become aware of differences between you and another person. b) Beginning: Frustration Awareness  In this stage at least one person becomes aware that the differences in the relationship are increasingly problematic. c) Middle: Active Conflict  When you bring your frustration to the attention of others, a conflict becomes an active, expressed struggle. d) End: Resolution  When you begin to try to manage the conflict, it has progressed to the resolution stage. e) Aftermath: Follow-up  The follow-up stage involves dealing with hurt feelings or managing simmering grudges and checking with the other person to confirm that the conflict has not retreated into the frustration awareness stage.  Conflict is constructive when it helps build new insights and establishes new patterns in a relationship.  Conflict is destructive when it dismantles, rather than strengthens, relationships.  Types of Interpersonal Conflict  Three Types of Interpersonal Conflict i) Pseudoconflict: Misunderstanding Triggered by a lack of understanding and miscommunication. ii) Simple conflict: Different stands on the issue Stems from different ideas, definitions, perceptions, or goals. iii) Ego conflict: Conflict gets personal The original issue is ignored as partners attack each other’s self-esteem.  Activity Give an example of a situation for each of the three types of interpersonal conflict.  Conflict Management Styles Conflict Management Styles – consistent pattern or approach you use to manage disagreement with others. i. Avoidance ii. Accommodation iii. Competition iv. Compromise v. Collaboration (Thomas & Kilmann, 1975) i) Avoidance Managing conflict by backing off and trying to sidestep it Also called the lose-lose approach. People may avoid conflict because they do not like the hassle of dealing with a difficult situation, they do not want to hurt others’ feelings, or they are unable to stand up for their own rights ii) Accommodation Managing conflict by giving in to the demands of others People just do what others want them to do, sacrificing their own needs. Also called the lose-win approach. May result in a pseudosolution that does not solve, but merely postpones, seeking a solution iii) Competition Stresses winning a conflict at the expense of the other person. Also called the win-lose approach. May include threats and warnings. iv) Compromise Attempts to find the middle ground to meet the needs of all concerned. Also called the lose/win-lose/win approach. v) Collaboration Managing conflict by using other-oriented strategies so as to achieve a positive solution for all involved. To collaborate is to have a high concern for both yourself and others. Also known as the win-win approach. Views conflict as a set of problems to be solved rather than a game in which one person wins and another loses.