This document provides information from a session on conflict management. It defines conflict and discusses its causes such as conflicting resources, styles, perceptions, goals, pressures, and roles. It also outlines five common types of workplace conflict and five strategies for managing conflict: accommodating, avoiding, collaborating, competing, and compromising. The document provides examples and advice for addressing different conflict situations and concludes with some lighter anecdotes.
Prescribed medication order and communication skills.pptx
Conflict Management
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Mataas Na Paaralang Juan C. Laya
LEARNING ACTION CELL
(LAC Session)
Edukasyon sa Pagpapakatao
February 28, 2017
Venue: EsP Faculty Room
Topic: Conflict Management
Prepared by:
Edna A. Manangan
Teacher III
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We define conflict as a
disagreement through
which the parties involved
perceived a threat to their
needs, interests or
concerns
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1.Dissagreement-
generally there is some level of
difference in the positions of the
two or more parties involved in the
conflict. True disagreement versus
the perceived disagreement maybe
quite different from one another.
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If we can understand the
true areas of
disagreement, this will
help us solve the right
problems and manage the
true needs of the parties.
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3. Perceived
Threat
• People respond to the perceived threat
rather than the true threat facing them. If
we can work to understand the true threat
(issues) and develop strategies(solutions)
that manage it (agreement), we are
acting constructively to manage the
conflict.
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4.Needs, interests or
concerns
• Simply stated, there are always
procedural needs and psychological
needs to be addressed within the conflict,
in addition to the substantive needs ,
interest or concerns that are presented .
Any efforts to resolve conflicts effectively
must take these points into account.
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What is Conflict Management?
• It involves implementing strategies to limit
the negative aspects of conflict and to
increase the positive aspects of conflict at
a level equal to or higher than when the
conflict is taking place.
• The aim of conflict management is to
enhance learning and group outcomes
(effectiveness or performance in
organizational setting.) -Rahim, 2002
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1. Conflicting Resources
We all need access to certain
resources- whether these are office
supplies, help from colleagues, or
even a meeting room- to do our jobs
well. When more than one person or
group needs access to a particular
resource, conflict can occur.
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1. Conflicting Resources
If you or your people are in conflict
over resources, use technique like
Win-win negotiation.
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1. Conflicting Resources
You can help team members
overcome this cause of conflict by
making sure that they have
everything they need to do their jobs
well.
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1. Conflicting Resources
Teach them how to prioritize their
time and resources, as well as on
how to negotiate with one another.
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1. Conflicting Resources
If people start battling for a
resource,sit both parties down to
discuss openly why the needs are at
odds. An open discussion is
needed.
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2. Conflicting Styles
Everyone works differently,
according to his or her individual
needs and personality. Some
people love the thrill of getting the
things done at the last minute,
while others need strict deadlines
to perform. When working styles
clash, conflict can often occur.
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2. Conflicting Styles
To prevent and manage this type
of conflict in your team, consider
people’s working styles and
natural group roles when you
build your team.
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3.Conflicting perceptions
All of us see the world through our
own lens, and differences of
perceptions in events can cause
conflict, particularly when one person
knows something that the other
person doesn’t know, but doesn’t
realize this.
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3.Conflicting perceptions
If your team members regularly
engage in “Turf wars” or gossip, you
might have a problem with conflicting
perceptions.
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3.Conflicting perceptions
Make an effort to manage this conflict
by communicating openly, even
when you have to share bad news.
The more information you share, the
less likely it is that they will come up
with their interpretations of events.
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3.Conflicting perceptions
Different perceptions are also a
common cause of office politics(even
in classrooms).
Example, if you assign a project to
one person that normally would be
someone else’s responsibility, you
may ignite a power struggle between
the two.
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4.Conflicting Goals
Sometimes we have conflicting goals
in our work. Ex. One manager might
tell that speed is more important.
Another manager might say that in-
depth, high quality service is the top
priority. (((Ano ba talaga Kuya?))))
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Remember:
If your own goals are unclear
or conflicting, speak with your
boss, and negotiate goals that
work for everyone.
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4.Conflicting Goals
When we set goals for our
team members, make sure that
those goals don’t conflict with
other goals set for that person,
or set for other people.
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5.Conflicting Pressures
We often have to depend on our
colleagues to get our work done. However,
what happens when you need a report from
your colleagues by noon, and he’s already
preparing another report for someone else
by that same deadline?
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5.Conflicting Pressures
If you suspect that people are
experiencing conflict because of
clashing short- term objectives,
reschedule tasks and deadlines to
relieve the pressure.
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6.Conflicting Roles
It is similar to conflicting perceptions.
One team member may view a task
as his or her responsibility or territory.
But when someone else comes in to
take over that task, conflict occurs.
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7.Different Personal Values
Imagine that your boss asked you to
perform a task that conflicts with your
ethical standards, will you follow or
refuse?
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7.Different Personal Values
When our work conflicts with our
personal values, conflict can quickly
arise. To avoid this in your team or
group, practice ethical leadership.
Try not to ask anybody to do anything
that clashes with their values, or with
yours.
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8.Unpredictable Policies
Confusion and conflict can occur
because of unpredictable policies.
When rules and policies change,
communicate exactly what will be
done and
why the policy is changing. When
people understand why the rules are
there, they will accept the change
more likely.
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The 5 Most Common Types of
Conflict in the workplace
1. Interdependence Conflicts
• A person relies on
someone else’s
cooperation, output
or input in order for
them to get their
job done
2. Differences in Style
• People’s
preferred way
of completing a
job can differ.
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The 5 Most Common Types of
Conflict in the workplace
3. Differences in
Background/Gender
• Conflict may arise
because of
differences in
educational
background, personal
experiences, ethnic
heritage, gender and
political preferences
4. Differences in Leadership
• Employees who
change from one
leader to another
can become
confused and
irritated
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The 5 Most Common Types of
Conflict in the workplace
5. Personality Clashes
• These type of conflict in the
workplace are often fueled by
emotion and perceptions about
somebody else ‘s motives and
character
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Conflict Management
Strategies
3. collAborAting-
cooperating with the other party
to understand their concern and
expressing your own concerns
in an effort to find a mutually and
completely satisfactory solution.
(I win- You win)
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Conflict Management
Strategies
4.competing or Forcing-
using formal authority or other
power that you possess to
satisfy your concerns without
regard to the concerns of the
party that you are in conflict
with.
(I win- You Lose)
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Conflict Management
Strategies
5. compromising- attempting
to resolve a conflict by
identifying a solution that is
partially satisfactory to both
parties, but completely
satisfactory to neither.
(win win- lose lose)
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Research on conflict management
strategies/styles has found that each of us
tends to use one or two of the above 5
strategies more than the others.
For instance, some people predominantly use
collaborating when in interpersonal conflict
situations.
In other words, although there are 5 ways to
handle conflicts, a person is more likely to
collaborate than they are to force,
accommodate, avoid or
Compromise.
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There are many advantages to
using a collaborating strategy to
handle interpersonal conflicts.
It promotes creative problem
solving, and it’s a way of
fostering mutual respect and
rapport.
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Remember:
• However, collaborating takes
time, and many conflict
situations are either very
urgent or too trivial to justify
the time it takes to collaborate.
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• There are many conflict
situations that should be
handled with one of the
other four conflict
management strategies
rather than collaboration.
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• Managers, leaders and/teachers as well
who are very skilled at conflict
management are able to
• A. understand interpersonal conflict
situations and
• B. use the appropriate strategy for each
situation.
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The Five Steps in Resolving
Conflicts
• 1. Pray about the problem together.
• Do this humbly not as a way to bring
judgment down on the other person!
Commit to trying to find a solution, and
then define the conflict as a mutual
problem. Try to perceive the situation as a
mutual problem not a win/lose struggle.
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The Five Steps in Resolving
Conflicts
• 2.Clarify the issues-Focus on the needs
and Goals. Reframe the situation with the
questions. What do we need to do to get
out of this situation? What are our
goals/concerns? Don’t be dragged back
into recriminations or old gossip that is
quite destructive.
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The Five Steps in Resolving
Conflicts
• 3. Understand each other’s
Perspective-
• Treat the other person and their viewpoint
with respect. Once we understand each
other, it is much easier to want to come to
an agreement. Use specific
communication- use “I” words instead of
“you” words.
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The Five Steps in Resolving
Conflicts
• 4. Break the Conflict into small Steps
• If the conflict is serious, it may not be
possible to sort all of the problems out at
one time. try to agree to deal with one
issue at first, and then you can move on to
thenext.
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The Five Steps in Resolving
Conflicts
• 5.Give and Take
• Take a long- term view. Support
what is legitimate and fair. Resist greed
and injustice. “Give” in areas that are high
value to others and easy for you to give.
Remember that you can not expect to
have everything to go your way.
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Husband to wife:
God saw me hungry, he created pizza.
He saw me thirsty, he created Pepsi.
He saw me in the dark, he created light.
He saw me without problems, he created YOU!
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Wife to Husband:
I wrote your name on the beach, it got washed away.
I wrote your name in the air, it was blown away.
Then I wrote your name in my heart,
And I got heart attack.