Post on 05-Sep-2015
description
1. Conflict within Systems
Expressed Struggle
Incompatible Goals
Scarce Rewards
2. Conflict within Small Groups
Group Homogeneity & Conformity
Group Orientation & Constructive
Conflict
Communication
Scarce Resources
Diverse Backgrounds
Orientations to
Task Accomplishment
Substance
Basic Elements of
Constructive Conflict
Mutual Interpersonal
Concern
Interdependence
Equifinality
Resolution
Collaboration
Negotiation
Accommodation
Compromise
Competition
Avoidance
Styles
Problem Solver
Integratorfocused on Us
Looking for Consensus
"Win/Win" Solutions
Participation of all members
Resolutions Combine or Most Perspectives
Forges resolution of opposing views
Provides important benefits to each side
Follows Impasse; Non-resolvable disagreement
Sometimes involves formal bargaining
Not binding arbitration
Impartial mediator helps process
Mutual concessions for Satisfactory Resolution
Friendly Helper
Suppressor of self for harmony
One-Sided concession; giving In
"Lose/Win"
Use for non-significant, superficial conflicts
Results may be positive or negative
Positive if constructive compromise
Negative if coalition building; trading Issues
Conciliator; Negotiator
Split the difference; give up half
"Lose/Lose"
Use for small issues; save time & energy
Members must be willing to concede
Destructive if compromise forced
May reduce later cooperation & agreement
Tough Battler
Power OrientationWe/They
"Win/Lose"
Self Interest rather than mutual
interest
ConstructiveLimited to Issues
DestructivePersonal Attacks
Need Mutual Respect and Trust
Impersonal Complier
AvoidWithdraw
"Lose/Win"
Constructive: lack of Information, Expertise
Destructive: if Habitual; or Represents Unexpressed
Dissatisfaction
Styles of Conflict Management
Small Group and Team Communication, 2nd edition, Harris & Sherblom, Copyright Allyn & Bacon 2002
Competition Collaboration (Consensus) Negotiation Compromise Avoidance Accommodation
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C O O P E R A T I V E N E S S
Address issues, not personalities.
Constructive Make Commitment to Positive Relationships
State Positions Directly and Honestly Listen Attentively to diverse opinions
Accept responsibility for thoughts & feelings
Insist on objective standards for solutions
Understand
Persons &
Perspectives
Use supportive, Not defensive, communication
Look for agreement under
disagreement
Focus on issues, Not positions
Generate alternatives before final resolution
Types of Power
Expert Power
Interpersonal Linkage Power
Reward and Punishment Power
Positional (Legitimate) Power
Referent Power
Charismatic (or Personal) Power
Avoidance Power
Power In Context
Group