Conflict Management

-Fransha Francis

“Conflict arises either on content i.e. related to an issue or on relations or interpersonal dynamics” – Girish Kohli

Conflict is faced both in personal & professional lives.

Those who have developed the ability to understand and resolve conflicts manage to remain more hassle free

Conflict meaning

Clash of EGO

Protection of turf & Formation of Sub-loyalties

Individual Assumptions (Assumptions and actual facts vary often)

Reasons of Conflict

Covering-up mistakes & Blame game (admit & apologize; its human to commit error)

For the sake of one’s principle Think is it worth it ?

Lack of interpersonal relations

Lack of listening (force yourself to justify the other person’s line of thinking)

Reasons of Conflict

WIN – WIN

LOSE - WIN

WIN – LOSELOSE - LOSE

WIN WIN

LOSE LOSE

I win u lose I win u win

I lose u lose I lose u win

Thomas Kilman Conflict Model

Both win some & lose some

Competing A power-oriented strategy.

Quick results Adverse decisions (e.g. discipline, policy cost-cutting) Protecting yourself from being taken advantage of

The resolution decreases cooperation Hurts others; Makes them mad/ resentful

Competition should be based on whether winning the conflict is beneficial to individuals or the group.

Avoidance Most preferred strategy during trivial issues or issues at initial

stages.

Nothing to lose. Lack of time. Inappropriate time or place. Individuals are angry. Emotional involvement. Others can solve it better/it is not my role Getting another opportunity to listen, ask questions,

get information Potential damage of confrontation outweighs future benefits

Postponing a resolution hinders group progress.

A strategy that fully satisfies both parties.

Encourages teamwork and cooperation - There must be a high level of trust. - A need to gain commitment from others. - A need to work through strong feelings.

Encourages new ideas, insights, learning for “better solutions”

Lack of time; No interest: See no result/benefit

The best decisions are made with collaboration, given the presence of trust, respect, and communication among group

members.

Collaborating

Accommodating A strategy for resolving immediate needs.

Contains an element of self-sacrifice. - The issue is more important to the other party. - You discover that you were wrong. - Preserving harmony is important.

Helps relationships/builds “bank”

Can’t please everyone Taken advantage of—projects, workload, etc. Expectations/roles are misunderstood

Accommodation emphasizes common interests & deemphasizes

differences in the group.

A strategy for finding an expedient solution mostly under time pressure.

Resolution is mutually acceptable for all parties. - A temporary settlement for complex issues. - Individuals of equal status are equally committed.

Compromise works towards partially satisfying both parties, but each party must honor the resolution for continued satisfaction.

Compromising

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