activity 1

ConflictGroup Presentation 4

• Incompatible Goals• Differentiation• Interdependence• Scarce Resources• Ambiguous Rules• Poor Communication

Conflict Perceptions

and Emotions

• Conflict Style

• Decision• Overt

Behaviors

Positive• Better decision• Responsive Org• Team Cohesion

Negative• Stress• Turnover• Politics• Lower

Performance • Hoard Information

Sources of Conflict Manifest Conflict

Conflict Outcomes

Conflict Escalation

Conflict Escalation

+ Model of Conflict Process

+ INCOMPATIBLE GOALS

+ DIFFERENTIATION

+ INTERDEPENDENCE

+ SCARCE RESOURCES

+ AMBIGUOUS RULES

+ COMMUNICATION PROBLEMS

+ INTERPERSONAL CONFLICT HANDLING STYLES

INCOMPATIBLE GOALS

where the goals of one person or department seem to interfere with another person or department’s goals

- Incompatible Goals

“

pulled in two opposite directions

DIFFERENTIATION

• Occurs when background and experience were so difference that they endlessly confused.

• Different values and belief due to unique backgrounds, experience, training, national culture and expectation

• Can be distinguished from goal incompatibility

Differentiation

• Unique experiences and separate companies influence in differentiation

• Information technology maintains differentiation

• Virtual teams have a high incidence of conflict

Differentiation

4 out of 10 Canadians believe a multigenerational workplace adds some challenges to the job

“

INTERDEPENDENCE

Higher interdependence increases the risk of conflict

Pooled InterdependenceIndividuals operate independently except for reliance on a common resource or authority

Reciprocal InterdependenceEmployees are highly dependent on each other and interfere each other’s work

Sequential Interdependenceone of the groups is dependent on the other for some input, but the reverse is not true

SCARCE RESOURCES

AMBIGUOUS RULES

&

• People undermine each other to fulfill their task

• Not enough financial, human capital, and other resources

• The more scare resources one project receives, the fewer other projects will have

Scarce Resources

Employees need to justify why they should receive scarce resources for their projects

“

• Also known as the complete lack of rules

• Breeds conflict because it creates uncertainty and increases the risk that one party intends to interfere with the other party’s goals

• Encourages political tactics and free-for-all battles among employees

• Is one reason why conflict is common during mergers and acquisitions

Ambiguous Rules

When clear rules exist, employees know what to expect from each other and abide by those rules

“

COMMUNICATION PROBLEMS

1. Lack of Opportunity to

Communicate

2. Insufficient Skills

3. Perception of Conflicts

WHY CONFLICTS HAPPEN?

Lack The Opportunity to Communicate

• People end up relying on stereotype

• Escalates perception of conflicts

People Lack Necessary Skills

• Communicate in a polite and effective manner

• Non-confrontational conversations are rare

• Person with an arrogant tone allows others to respond in a defensive manner

• Never-ending loop

PERCEPTION OF CONFLICTS

• Motivation to communicate decreases when conflict appears

• Conflict and increases

• Person further relies on original stereotypes, stereotypes further distorted

GORDON LIPPIT’S CONFLICT MANAGEMENT

• Recognize that conflict is natural

• It is not if we will have conflict in life – we will

• We can view conflict as either a problem or an opportunity

• Dealing with conflict effectively is rarely about who is right or wrong

• If people want to resolve conflict, it helps to reframe the problem

“ “

INTERPERSONAL CONFLICT HANDLING STYLES

FIVE CATEGORY MODEL

1. Problem Solving Win-Win outcome

2. Forcing Win – Lose

3. Avoiding avoiding conflict to attempt to smooth it over

4. Yielding Giving in Completely

5. Compromising Losses offset by equally valuable gains

Compromising

Forcing Problem-solving

Avoiding Yielding

High

High

Low

Low

Assertiveness(Negotiation to satisfy one’s own interests)

Cooperativeness(Motivation to satisfy other party’s interest)

FIVE CATEGORY MODEL

CONSIDER :

• Everyone has a tendency to avoid or yield

• People also tend to gravitate towards two handling styles that match their personality

• Choosing an appropriate conflict handling style depends on different situations

• Each category has its benefits and problems

WHAT WILL YOU CHOOSE?

[CLIP: THE BREAK-UP]

activity 2

References

Manning, Geroge & Cu, Kent. (1999). Building Community: The Human Side of Work. Whole Person Associates

Bacal, Robert. (1998). Condlict prevention in the workplace: using cooperative communication. Bacal and Associates.

http://c2.com/cgi/wiki?IncompatibleGoals

http://www.cios.org/encyclopedia/conflict/BKeyelements3_incompatiblegoals.htm

http://www.applied-strategies.com/FOLDERS-HumanFactor/Accommodation.asp