Conflict Resolution Styles解决冲突的风格.ppt

* * * * * * * * * Intergroup Conflict * Group Activity * Intergroup Conflicts Conflicts between groups. Perceptual distortion, ultimate attribution error, enemy imagery, autistic hostility aggravated by self-segregation, and spiraling typical Competition over scarce resources often cause (realistic conflict) Social identities (us vs. them; good vs. evil) play big role. * Intergroup Conflict Resolution Sometimes conflicting parties are not motivated until they reach “stalemate.” Mediation with integrative bargaining. Contact under the following conditions can reduce enemy perceptions and create cooperative climate where difference can be resolved: equal status superordinate goals personal acquaintance social support. * GRIT: Graduated Reciprocated Intitiatives in Tension Reduction Party A announces intention to make conciliatory gesture, makes gesture, provides Party B with opportunity to reciprocate. Each side takes turns making increasingly cooperative gestures. * Group Activity How could GRIT be used by the United States to reduce tensions with Iran? * * * * * * * * * * * * * * * * * * * * * * * * * * * Understanding Managing Conflict * 3 Types of Group Conflict Interpersonal Intragroup Intergroup * Key Features of Destructive Conflict Conflict spiraling Autistic hostility Perceptual distortion Ultimate attribution error Mirror image Self-fulfilling prophecies Metaconflict Competitive goal structure (zero-sum) * Key Features of Constructive Conflict Motivates positive change Promotes trust, effective decision-making, equitable resource distributions, justice People behave respectfully, cooperatively, rationally Differentiation Analytic Empathy Integrative Solutions (win-win) Both sides explain underlying motives and interests; seek creative solutions integrating these interests * Interpersonal Conflict Between 2 group members Can interfere with cohesion and productivity. Escalated by Criticism and contempt Defensiveness Stonewalling * On a piec