Chapter12_Conflict_13eppt：chapter12_conflict_13e.pptVIP

Language * 12: Inter-Act, 13th Edition Conflict * Interpersonal Conflict A disagreement between two interdependent people who perceive that they have incompatible goals * Conflict is: Natural Neither good nor bad Inevitable Potentially constructive Culturally based * Types of Conflict Pseudo – conflict that is apparent, not real Fact – information one person presents is disputed by the other Value – deep-seated beliefs about what is good or bad, worthwhile or worthless, desirable or undesirable, moral or immoral Policy – disagreement over a plan, course of action, or behavior Ego – “winning” is the primary goal Meta – disagreements about how to disagree * Types of Conflict Pseudo Fact Value Policy Ego Meta Conflicts become complicated when they escalate to involve values, egos, and communication styles. * Styles of Managing Conflict Withdrawing – physically or psychologically removing oneself from the conflict Accommodating – satisfying others’ needs while neglecting your own Forcing – attempting to satisfy your own needs with no concern for the other or harm done to the relationship * Styles of Conflict Management (continued) Compromising – attempting to resolve conflict by mutually agreeing to provide at least some satisfaction for both parties Collaborating – trying to solve the problem by arriving at a solution that meets the needs and interests of both parties in the conflict * Conflict Styles High concern for self High concern for other Accommodating Collaborating Compromising Withdrawing Forcing * Approaches to Conflict Win/Lose One party gets satisfaction Lose/Win The other party gets satisfaction Lose/Lose Neither party gets satisfaction Win/Win Both parties feel satisfied Which approach to conflict management creates a win/win situation? * Collaboration * Collaborative Problem-Solving Define the problem. Analyze the problem. Develop mutually acceptable criteria for judging solutions. Generate solution alternatives. Select the solution that