Conflict Resolution explaining the breakdown

Conflict Resolution. This powerpoint goes in detail about solving conflict

1. Conflict Resolution

2. Session Outline Definitions of conflict Types of conflict Causes of conflict Managing Conflict Five styles of managing conflict The four steps to conflict resolution Conflict resolution techniques

3. Definition of Co nflict a serious disagreement or argument a serious incompatibility between two or more opinions, principles, or interests It is defined by the Oxford dictionary as a disagreement between people having different opinions or beliefs.

4. Intrapersonal Conflict A conflict that occurs in the psychological dynamics of the individual’s own mind. A discord or struggle a person has within one’s self. Interpersonal Conflict Are interdependent (meaning they are connected, and what one person does impacts the other). Parent’ and children’s interest sometimes conflict. Substantive Conflict This type of conflict is any disagreement over goals, resources, rewards, policies, procedures, and job assignments. Types of Conflict

5. Causes of Conflict Miscommunication resulting from cultural differences, unclear roles, boundaries and expectations, emotional response to an issue or person, or misunderstanding of the language. The organization’s operations . For example, you may observe in your organization persons who get preferential treatment.

6. Causes of Conflict Having more than one boss or supervisor . You may be required to do an assignment by a director who is higher in rank than your supervisor, with a deadline which you can only accomplish if you drop your current assignment given to you by your immediate supervisor. What do you do? Personality problems . People differ in terms of their personal attributes, preferences, interests, values and lifestyles. Some co-workers may dislike each other for a good reason, a poor reason or for no reason at all.

7. Managing Conflict (Styles) Passive Goal: Avoid Conflicts Basic message : I’m not important Self-esteem : L ow Problem –Solving : Problems are avoided Success Styles : I was lucky

8. Managing Conflict (Styles) Aggressive Goal : Win or dominate Basic Message : You’re not important Self Esteem: Low Problem-Solving: People are attacked Success Style: I beat everyone

9. Managing Conflict Assertive Goal: S olve Problems Basic Message: We’re both important Self-Esteem: High Problem- Solving: Problems are attacked Success Style : I earned it

10. Conflict Resolution Video Resolving Workplace Conflict

11. Five Styles to Managing Conflict Turtle Turtles hide from conflicts by withdrawing into their shells. They relinquish both personal goals and relationships, avoiding the conflict issues and the people with whom they disagree They feel helpless and believe that trying to resolve the conflict is hopeless. They find it easier to withdraw, physically and psychologically from a conflict than to face it.

12. Shark A shark is someone who tries to overpower opponents and force them to accept his/her solution. Sharks place much more importance on goals than relationships. They seek to achieve their goals at all costs and are unconcerned with others' needs or feelings. They assume conflicts are settled by one person winning and the other losing. They want to win because it gives them a sense of pride and achievement.

13. Teddy Bear Teddy Bears are the opposite of sharks. They place great importance on relationships and little on their own goals. They want others to accept and like them. They believe that people cannot discuss conflicts without damaging relationships and they think conflict should be avoided to maintain harmony.

14. Fox Foxes moderately concern themselves with their own goals and with their relationships with others. They give up part of their goals to persuade their opponent to do likewise. They want a solution in which both sides gain something by arriving at a middle ground between two extreme positions. They willingly sacrifice part of their goals and relationships to find agreement for the common good.

15. Owl Owls value both goals and relationships highly. They see conflicts as problems to be solved and look for a solution that achieves the other person's goals as well as their own. To them, conflicts improve relationships by reducing tension between two people. Owls open a discussion that identifies the conflict as a problem, and they seek to find a mutually agreed solution that resolves the tension.

16. What is your Conflict Management Style?

17. The Four Steps to Conflict Resolution Step 1: Agree on a problem statement that represents the conflict Step 2: List possible solutions Step 3: Discuss possible solutions and their likelihood for success Step 4: Select a solution that is okay with both people involved in the conflict

18. Breakout Room – Four Steps to Conflict Resolution Martha’s mother recently found out that she is four months pregnant. Martha is a fifth form student who is preparing to write CSEC. Her mother is upset and disappointed in her and she threatens to throw Martha out of the house so that the baby daddy can take full responsibility. Martha does not want to leave because she is not sure who is the baby daddy. Use the four steps to resolve the conflict in this situation.

19. Steps for Dealing with Conflict Plan, prepare and rehearse. Adopt a constructive attitude. Assertively state the message. Stay quiet while the receiving party processes the message. Patiently and actively listen to the reactions and response. Restate, clarify and recycle. Focus on solutions.