Conflict Management

Give and Get

"Give Information, Get Information"

a. Healthy Conflict

A belief that resolution can support the interest and need of both parties a. Healthy Conflict b. Unhealthy Conflict

a. Give and Get

All parties involved needs to share information about what bothers them and what their goals are. All the parties will be involved in sharing information (Like open forum). a. Give and Get b. Merge c. Go

power

Among laboratory technical staffs, __________ differentials can occur base on differences in formal or informal training or the credentials and experience. You must always identify and address small conflicts before it builds in to major disruptions in the office or the laboratory environment.

b. Unhealthy Conflict

An inability to recognize and respond to matters of great importance to the other person. a. Healthy Conflict b. Unhealthy Conflict

Constructive Conflict

Both parties are happy and it seems that they meet in the middle. Both parties should be satisfied and neither one of the parties will harbor the desire to excel after their agreement. a. Constructive Conflict b. Destructive Conflict

a. Constructive Conflict

Both parties recognize and acknowledge the disagreement and actively work to resolve it a. Constructive Conflict b. Destructive Conflict

Constructive Conflict

Both parties will compromise for the goodness of the organization. They will try to understand each other and then compromise. a. Constructive Conflict b. Destructive Conflict

Incompatible Goals Poor Communication Style of Supervision Different ideas about task achievement Different Perceptions Different values and philosophies Personality Differences Work Assignments Approaches to Change Competition

Common Causes of Conflict

b. Unhealthy Conflict

Competitions over power, rewards, and resources. a. Healthy Conflict b. Unhealthy Conflict

a. Constructive Conflict

Compromise a. Constructive Conflict b. Destructive Conflict

b. Unhealthy Conflict

Conflict between individual and group goals. a. Healthy Conflict b. Unhealthy Conflict

b. Destructive Conflict

Conflict happens because they don't have proper communication or they don't communicate at all. a. Constructive Conflict b. Destructive Conflict

a. Healthy Conflict

Differences in values and perspectives. Different expectations about the impact of decisions. a. Healthy Conflict b. Unhealthy Conflict

conflict

Disagreement over goals or how to accomplish them

b. External Sources of Conflict

Employees all have stressors in their private lives that can negatively affect their performance at work. These sources of stress can contribute to conflicts at work. a. Internal Sources of Conflict b. External Sources of Conflict

b. Unhealthy Conflict

Explosive, angry, harmful, and resentful reactions. a. Healthy Conflict b. Unhealthy Conflict

a. Internal Sources of Conflict

Feeling undervalued, devalued, or unappreciated a. Internal Sources of Conflict b. External Sources of Conflict

* forcing * accommodation * collaboration * avoidance * compromise

Five common approaches for conflict resolution are: ENUMERATE

a. Healthy Conflict

Focus on task issues. Legitimate differences of opinion about the task. a. Healthy Conflict b. Unhealthy Conflict

b. Destructive Conflict

Forceful resolution a. Constructive Conflict b. Destructive Conflict

Robert Carkhuff

GGMG Model is suggested by a psychologist named

b. Destructive Conflict

Here people often try to ignore the conflict, it also includes those people who doesn't share or voice out their ideas a. Constructive Conflict b. Destructive Conflict

conflict

If ever it will be managed and resolved properly, it can be a source of growth for individuals as well as the organization.

b. External Sources of Conflict

Illness of family members a. Internal Sources of Conflict b. External Sources of Conflict

power

In a workplace, there are times that it is not generally and evenly distributed at work.

b. Merge

In the midst of the interaction, after that, it is where we can see and identify what overlapped their goals a. Give and Get b. Merge c. Go

b. External Sources of Conflict

Interpersonal stress at home a. Internal Sources of Conflict b. External Sources of Conflict

Conflict

It happens when there are two or more parties that have different goals or action towards a certain goal

Conflict

It is the process by which people or groups perceive others or that others have taken some action that have negative effect on their interest.

a. Internal Sources of Conflict

Lack of resources to successfully complete the job, including time, technology, and tools. a. Internal Sources of Conflict b. External Sources of Conflict

b. External Sources of Conflict

Life transitions such as marriage, divorce, becoming a parent, death of a family member, or retirement of spouse a. Internal Sources of Conflict b. External Sources of Conflict

a. Internal Sources of Conflict

Office policies. Favoritism. a. Internal Sources of Conflict b. External Sources of Conflict

c. Go

Once overlapping goals are identified, the parties will now take steps to reach the newly a. Give and Get b. Merge c. Go

power

One of the major differences between workplace and private conflict is __________

a. Internal Sources of Conflict

Pat that does not seem fair for the work performed a. Internal Sources of Conflict b. External Sources of Conflict

b. Destructive Conflict

People are not open for other resolution. The net result in this is harming the organization. a. Constructive Conflict b. Destructive Conflict

a. Internal Sources of Conflict

Poor relationship with the supervisor a. Internal Sources of Conflict b. External Sources of Conflict

a. Internal Sources of Conflict

Poor relationships with coworkers a. Internal Sources of Conflict b. External Sources of Conflict

b. Unhealthy Conflict

Poorly run team meetings. Personal grudges from the past. Faulty a. Healthy Conflict b. Unhealthy Conflict

The Fox

REPRESENTATION: Each party gets some of what they need but also makes concessions by giving up something else

The teddy bear

REPRESENTATION: If you manage a this person, you need to confront or remind that person what he really wants. You need to get her to state what she really wants and what she is willing to do and have all parties sign an agreement to preserve the outcome

The Shark

REPRESENTATION: People who use this approach to conflict force others to give in so that they can win. It is a classic "kill or be killed" approach, an "I win, you lose" outcome. They move quickly to vanquish anyone in their way to get what they want—a win at any cost

The Teddy Bear

REPRESENTATION: People who use this approach to conflict would rather accommodate your needs than debate, speak up, or ruffle any feathers with their own views. Its result is strong desire to please the parties involve. Its approach is like "you win I give in"

The Turtle

REPRESENTATION: People who use this approach to conflict would rather avoid conflict altogether. Like the __________, they pull into their shells, avoiding, ignoring, stonewalling, or otherwise escaping the entire issue of conflict

The Owl

REPRESENTATION: People who use this approach to conflict would rather collaborate and work diligently to resolve a conflict no matter how long it takes.

The Fox

REPRESENTATION: People who use this approach to conflict would rather compromise. The __________ likes to engage in meaningful discussion and move quickly to a resolution that both parties can live with.

the Owl

REPRESENTATION: To manage an __________ person, Managers need to encourage a deadline, help the __________ focus on the priorities, brainstorm options, find agreement that meets the majority of the priorities, and then move on to the next task.

The Shark

REPRESENTATION: Winning at any cost is not effective for the organization. Requiring her to engage in a 50% win-50% concession approach can contain them. Put any agreements into writing and have them sign off on the document.

The Turtle

REPRESENTATION: does not like conflict. To manage a _________ person, Managers need to gently coach the __________ out of his shell, point out the benefits of addressing the conflict, reassure him of his safety, and provide lots of reinforcement for him to engage in the conflict resolution process

The Shark

REPRESENTATION: is a difficult player to manage. The Shark needs to be managed in ways that encourage her to see the good of the group, not just her own goals. W

The Owl

REPRESENTATION: shares ideas and works to bring about a win-win outcome. Those with this approach will not settle for anything less than total satisfaction for all sides in the conflict

The Fox

REPRESENTATION: wants to compromise and do so quickly. To manage a __________ person, Managers can help the __________ put his cards on the table, set a deadline to explore options fully, find areas of overlap, get agreement, and then move on. Taking time to fully explore the options is a key to success with a __________.

The Owl

REPRESENTATION: wants to engage and take as much time as is required to resolve a conflict so that all parties are completely satisfied. In a busy work environment, that is not always possible.

E. Compromise

Representation is the fox: Half-half or balance for the concern for people and results A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

C. Collaboration

Representation is the owl: High concern for people and High concern for results A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

A. Aggression or Forcing (Confrontation)

Representation is the shark: Low concerns for people and High concern for results A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

B. Accommodation

Representation is the teddy bear: High concern for people and Low concern for Results A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

D. Avoidance

Representation is the turtle: Low concern for people and Low concern for results (walang pake) A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

b. External Sources of Conflict

Scheduling conflicts between work and home demands a. Internal Sources of Conflict b. External Sources of Conflict

1. Identify the source of the conflict 2. Identify the players 3. Have participants state their goals 4. Explore options 5. Pick a solution 6. Summarize and seek commitment 7. Be open to third-party assistance

Seven Step Plan for Resolving Conflict: ENUMERATE

conflict

Simultaneous arousal of two or more incompatible motives

conflict

Some of the misconceptions is that, it is bad and should always be avoided as well as if ever the team members will misunderstand each other or one another, it will cause it.

a. Healthy Conflict

The ability to seek compromise and avoid punishing. a. Healthy Conflict b. Unhealthy Conflict

Constructive Conflict

The best interest is the organization itself and to address the conflict. This is where they work hand and hand to create a solution. a. Constructive Conflict b. Destructive Conflict

a. Healthy Conflict

The capacity to recognize and respond to important matters. A readiness to forgive and forget. a. Healthy Conflict b. Unhealthy Conflict

b. Unhealthy Conflict

The expectation of bad outcomes. The fear and avoidance of conflict. a. Healthy Conflict b. Unhealthy Conflict

c. Go

The final step that leads to conflict resolution a. Give and Get b. Merge c. Go

a. Give and Get

The parties need to listen and pay attention to what each person wants. a. Give and Get b. Merge c. Go

conflict

The success of the organization will depend on how well the members can recognize, understand and resolve the __________.

b. Unhealthy Conflict

The withdrawal of love, resulting in rejection, isolation, shaming, and fear of abandonment. a. Healthy Conflict b. Unhealthy Conflict

D. Avoidance

They don't confront the conflict. The team members were just hoping that the conflict will just go away by itself. A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

a. Internal Sources of Conflict

They may result from a lack of attention to employee morale, misunderstandings that are ignored, lack of emphasis on teamwork, lack of staff and management training, or poor management practices. a. Internal Sources of Conflict b. External Sources of Conflict

B. Accommodation

They try to accommodate other people, so, they try to give up their position for other people for them to agree. You don't have care about the results you're just accommodating. A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

C. Collaboration

This is an approach in where it is when both sides of a conflict have important concern. It is where the team needs to search for solution that will satisfy everyone (Walang mag give way). A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

give-get-merge-go (GGMG) model

This is an interpersonal communication that works well when resolving conflicts.

E. Compromise

This is the approach in which it balances the goals of each participant and the relation among the teams. "Give in a little" A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

B. Accommodation

This is the approach in which some team members will decide to give up their position in order for them to be agreeable. They are being cooperative but it will take or cost the teams value. A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

D. Avoidance

This is the approach or resolution style in where the person will try to ignore the issue or deny that there is a problem. A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

A. Aggression or Forcing (Confrontation)

This is the approach where a person will act aggressively. The person will try to win one way (which is his way only) to deal with the conflict. However, in this approach, it is important to win than to make a good decision. A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise

b. Destructive Conflict

This type of conflict occurs when people try to ignoring a situation and one person forces a resolution on another that results in a win lose outcome. a. Constructive Conflict b. Destructive Conflict

Constructive Conflict

This type of conflict results in outcomes that may involve a compromise in both sides and the best interest of the organization are served by addressing the conflict. a. Constructive Conflict b. Destructive Conflict

True

To be a successful manager, you need to exercise your skills to identify, analyze, and resolve conflict. True or False?

False

To be a unsuccessful manager, you need to exercise your skills to identify, analyze, and resolve conflict. True or False?

b. External Sources of Conflict

Traffic and Medical problems a. Internal Sources of Conflict b. External Sources of Conflict

a. Internal Sources of Conflict

Work that is not challenging, that has become routine, or that is boring. a. Internal Sources of Conflict b. External Sources of Conflict

a. Internal Sources of Conflict

Work that is too challenging because of staff shortages, lack of training, or time pressures. a. Internal Sources of Conflict b. External Sources of Conflict

a. Internal Sources of Conflict

Work-related, has its origins in the workplace. It can, however, be affected by network (external) conflicts. a. Internal Sources of Conflict b. External Sources of Conflict

d. Different values and philosophies

different beliefs a. Incompatible Goals b. Style of Supervision c. Different Perceptions d. Different values and philosophies

c. Different Perceptions

different point of view a. Incompatible Goals b. Style of Supervision c. Different Perceptions d. Different values and philosophies

b. Style of Supervision

if ever the manager or the supervisor don't know how to address conflict. a. Incompatible Goals b. Style of Supervision c. Different Perceptions d. Different values and philosophies

a. Incompatible Goals

if ever their goals don't align a. Incompatible Goals b. Style of Supervision c. Different Perceptions d. Different values and philosophies

Managing conflict

is a key component in a successful workplace. It is a skill that can be learned by all people.

CONFLICT MANAGEMENT

is inevitable in a company or an organization. It can be healthy for the organization itself if ever the it will be addressed and resolved properly.

give-get-merge-go (GGMG) model

is nice since it allows all parties to speak, be heard, and negotiate a mutually agreeable resolution and to implement

C. Collaboration

will require cooperativeness and respect for other position A. Aggression or Forcing (Confrontation) B. Accommodation C. Collaboration D. Avoidance E. Compromise