approaches to conflict what we want the end result to be determines how we go about dealing with...
TRANSCRIPT
Approaches to Conflict
What we want the end result to be determines how
we go about dealing with conflict
1- Lose-Lose2- Win-Lose
3- Win-Win
1- Lose-Lose
Lose for everyone
At core of this attitude is a belief that conflict is bad and unhealthy and
destructive for everyone
Lose for everyone
At core of this attitude is a belief thatconflict is bad and unhealthy and
destructive for everyone
2- Win-Lose 2- Win-Lose
One person wins at expense of other
One person wins at expense of other
Competitive vs Cooperating
Belief in arguments as battles and therefore have a winner
Occasionally positiveWhen you don’t care about the other person Buying a car – don’t care about salesman’s profit
Belief in arguments as battles and therefore have a winner
Occasionally positiveWhen you don’t care about the other person Buying a car – don’t care about salesman’s profit
3-Win-Win (Both win)
3-Win-Win (Both win)
Ideally everyone feels it is the best possible solution
Ideally everyone feels it is the best possible solution
Not always idealNot always ideal
Each person makes accommodations to fit into the
others ideasBoth people give up a part of what you want to achieve some positive
result
Each person makes accommodations to fit into the
others ideasBoth people give up a part of what you want to achieve some positive
result
Responses to conflict
1- EXIT response 2- NEGLECT response 3- LOYALTY response 4- VOICE response
1- EXIT response
Leaving a relationship either physically or emotionally
Refusing to talk about a problem
Lose-Lose and Win-Lose orientation people
2- NEGLECT response
Denies or minimizes problems arguments, anger, tensions that could
lead to conflicttries to suggest problem doesn’t exist
or isn’t that big of a deal
Lose-Lose and Win-Lose orientation people
3 -LOYALTY response
Staying committed to a relationship despite differences
To tolerate the differences rather than fix them
Focusing on what is good in relationship
Lose-Lose orientation people
4 -VOICE response
Is an active constructive strategy Talking about problems and trying to
solve them Identify problems and try to solve
them Most constructive
Win-Win orientation people
Climate The climate in which
conflict is managed is important
Defensive Climate
Supportive Climate
Defensive climate
1- Evaluation: judging and criticizing other group members.
2 -Control: imposing the will of one group member on the others .
3 -Strategy: using hidden agendas .4 -Neutrality: demonstrating indifference
and lack of commitment .5 -Superiority: expressing dominance .
6 -Certainty: being rigid in one's willingness to listen to others.
Supportive Climate
1- Description: presenting ideas or opinions. 2- Problem orientation: focusing attention on the task. 3- Spontaneity: communicating openly and honestly. 4- Empathy: understanding another person's thoughts. 5- Equality: asking for opinions. 6- Professionalism: expressing a willingness to listen to the ideas of others.
Sometimes it's easier to change people ...
By listening, than by making arguments
Sometimes all you must do to understand ...
Is just be very quiet
Giving someone freedom ...To do only what you want them to
do is not freedom
The most important trip you
may take in life
The most important trip you
may take in life
If the only tool you have is a hammer, you tend to treat everything as if it
were a nail Maslow
If the only tool you have is a hammer, you tend to treat everything as if it
were a nail Maslow
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تغضب ال قال مرارا فردد تغضب
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لقمان
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ب? ي�ح ال� الل�ه� إن� ض ر�� األ� في
دين� س ”ال�م�ف�
There is no one best way to deal
with conflictIt depends on the current situation
The reasons we use different styles varies
We often avoid when we don't want to get involved or we
decide it's not worth the effort to pursue.
It's important to "pick your battles" since they can't all be
fought and won.
We compete when we strongly believe in our
ideas. We accommodate when
we want others to like us or we like things to run
smoothly or we don't feel like we have the right to remind others of their
responsibilities
We often compromise when we are in a hurry.
We use collaboration when we want everyone
involved to feel "ownership" for the
outcome