Conflict-The Basics-Conflict Management-

Baden Eunson

Masca Indra Tmasca_indraAyahoo.co.id

masca.indra@sbm-itb.ac.id

Introduction• Conflict : A disagreement between people that may be the

result of different:– Ideas– Priorities– Beliefs– Values– Goals– Organizational structures

• Conflict Management explores the best ways to manage conflict situations in the workplace and shows that while conflict can be very destructive force, it can also prove to be a creative and positive one if managed correctly.

Introduction

• To considering what style of conflict there may be in the world, and how we can use conflict to better understand and manage it.

• Is conflict always a bad thing?– stressful experience, verbal violence

and physical violence.

Conflict : Bad thing?• Can lead to :– Negative Emotions– Blocked Communication– Increased negative stereotyping of

those the other side– Reduced coordination between people– Reduuced ability to view other

perspectives and a breakdown in emphaty and vision.

Conflict : Bad thing?• However, conflict can sometimes produce

positive payoffs:– Pressures and frustations are release– New perspectives and information can be gathered

about the other side– New perspectives can be gained about our side– Better decision making and problem solving can take

place– Cohesiveness can increase– Complacency can challenged– Change can take place– Differences can be appreciated– Intrapersonal conflict can be resolved

Conflict : Bad thing?

Resolving and Managing Conflict

• If conclict can have its uses, perhaps we need to increase conflict in certain situations

• Absence of conflict may mean that conflict has been ‘resolved or solved’ into nothingness—the state of resolved and solved are temporary one.

• It may be better, therefore to ‘manage’ conflict rather than to simply solve or resolve it.

What cause conflict?

• Scarce resources• Adversity• Faulty• Faulty communcation

• Perceived differences• Biology• Environment• Health

o Not all conflicts are the same.o The more we can differentiate between conflicts,

the greater the chance of detecting patterns and understanding the underlying causes, and the greater the chance of reaching some solutions.

Approaches to conflict

Approaches to conflict

Conflict-handling styles

• Different approaches to conflict, different personal styles of reaction and handling to conflict.

• Different departments, organisations, families, professions and nations may have a preferred conflict-handling style.

• Kenneth Thomas and Ralph Kilmann argue that people tend to have one dominant style of conflict handling, out of a possible :

Conflict-handling styles

•Avoidance: steering clear of and denying the existence of the conflict and disagreement.

• Accommodate: letting the other person decide totally what the resolve is to be.

• Compete: aggressively pursuing ways to win from my own perspective.

• Compromise: looking after both parties interests.

• Collaborate: assertively looking after my interests but equally concerned with the interests of the other person.

Conflict-handling stylesASSERTIVENESS

COOPERATIVENESS

Compete Collaborate

Avoid Accommodate

Compromise

Low High

High

Conflict-handling styles

Conflict-handling styles