2. INTERPERSONAL CONFLICT
• Defined as a disagreement between or among connected individuals.
• Conflict happens to be a fact of life.
• Conflict has issues that need to be addressed and some happen more
often than others. What people can have conflict over is not set in
stone but the most common starts with : Money, lack of trust, power
issues, intimacy issues, and social issues.
• Workplace settings can be a very touchy area for conflict and in the
case a code of ethics should be followed.
3. IMPORTANCE OF FUNDAMENTAL PRINCIPLES
• Understanding conflict is the first step to coming to a mutual
agreement. Getting caught up in your own truth is often the problem
because the other parties point of view is not seen.
• Conflict is inevitable and is a part of every relationship. Differences in
people lead to conflict and always will.
• Conflict can also occur within yourself or for the lack of the unknown.
• Conflict, although is considered a bad thing , can have negative and
positive effects. The negative effects involve unfair fighting methods
and focus largely on hurting the other person. Positive effects prevent
hostile situations and resentments from going any further.
4. CONFLICT STYLES OF CONSEQUENCES
• Competing- I win, you lose -is based on concern for your own wants
and little for the others.
• Avoiding- I lose, you lose- not concerned with yours or anyone elses
needs or wants.
• Accommodating- I lose, you win- sacrificing for others and your
purpose behind it is to maintain peace and harmony.
• Collaborating- I win, you win- concerned with both your needs and the
others needs. Communication is effective.
• Compromising- I win and lose, you win and lose- some concern for
both, balances out between the two or meets in the middle.
5. CAUSE OF WORKPLACE CONFLICTS
• Poor communication
• Limited resources to what should be agreed upon
• Social mirror image
• Leadership problems
6. INTERPERSONAL CONFLICT FROM ISLAMIC
VIEW
• First step is recognizing the methodological parameters.
• Identify the social justice and social change functions of dispute
resolution.
• Follow the restore, engage, and adjust principles.
• Liberate Islam from the doctrine.
7. MANAGE THE CONFLICT
• Again define conflict by defining both the content and relationship
issues, define the problem in specific terms, focus on the present,
empathize, and avoid mind reading.
• Examine the possible solutions by brainstorming and trying not to
inhibit yourself.
• Test the solution first mentally , then in practice.
• Evaluate the solution by focusing on the fact, the feeling, the negative
parts, the positive, the creative new idea, and the control of thinking
about everything that has happened and what you have done.
• Accept or reject the solution
• Work on the conflict even after it is resolved.
8. TERMS
Look up these terms to better understand the process
Argumentativeness
Beltlining
Conflict styles
Interpersonal conflict
Verbal aggressiveness
Conflict management stages
Equality
Face-detracting strategies
Face-enhancing strategies
gunnysacking
