Monday, 11 November 2013
Critical life skill
Many of us find it difficult
Which statement reflect your attitude to conflict ?
Two dimension how assertive they are and how cooperative they are
Assertive: how much you are trying to make sure you to achieve your goal
Cooperative: how much you are making an effort to other person’s objective.
Competing: strategy that is very high on assertiveness trying to win your point you
don’t care about what happens.
Compromising: meet the person half way. Neither of you is fully achieving your
objective. Half way strategy.
Collaborating: both people get their needs met. Win win strategy
Avoiding: neither party achieve their objective. Loselose strategy
Characterize them lose winwin lose,
Key factors to examine in determining an appropriate conflict resolution
Source of conflict
Importance of the conflict issue
Importance of longterm…
Lets say source of conflict is : personality difference
Situtuition where you need a speedy resolution : then accommodating.
Whatif it’s an important issue : compromise is faster than collaboration
If it was really critical issue: competing.
What about if the longterm relationship is really important (you need to work with
them in the future) : collaboration its most relationship building approach.
Generally the most appropriate approach is collaboration : creativity solution and
Do you agree?
• Conflict is bad for organizations.
• Managers should minimize conflict in the workplace.
Conflict is not always bad. An organization without a conflict is not a healthy one lack of conflict is
Potential benefits of conflict:
• Understanding of the problem
• More alternatives: we might see one way of things someone else see another
• Engagement: it can enhance engagement stimulates involvement encourage
people to be more creative
• Criticism: people aren’t likely to think about problem. Better evaluation of
choices you make
• Integration: you might work for different things and have different goals,
• Cohesiveness: conflict between groups is also associated with conflict within
• Correction of power imbalances:
Conflict and performance:
Situation: level of conflict: type of conflict : units
Too much conflict is bad too little is bad
We want in the middle: optimal
Conflict is essential to survival
Conflict > change > adaptation > survival
If we don’t have conflict we wont change and if we don’t change we wont adapt
which is important for survival.
How managers view conflict
1/3 managers would rather parachute from an airplane than investigate a
10% managers would rather each “
Importance of conflict
Managers spend an average of 42% of their time dealing with conflict.
lowerlevel managers pend more time dealing with conflict than higher level
the cost of conflict:
approximately $25000 per year per employee is spent on dealing with conflict.
A 2011 estmate suggests that in the UK, conflict costs C$53 billion per year including C43$ billion in damages
$10 billion in legal fees.
Potention negative consequence
Inhibits collaboration: they become secretive
Takes up too much time: conflict becomes their focus of what they do day to day
dealing with the conflict not getting any work done , it can inhibit productivity
May be perceived by outsiders as damaging: clients can hurt ur reputation
Leads to the identification of winners and losers. : some people can get an inflated
sense of winning and the others get demoralized.
concentrate on narrowly defined goals and shortterm solutions.
Focus on personalities instead of behavior
Centre on face saving and the preservation of power.
Infringe on individual freedom and dignity
focus on issues rathan personalities or power
are discussed openly
are capable of fostering interdependence
focus on flexible means of solving the dispute
involve commitement to voth parties accomplishing their goals
Barriers to constructive conflict resolution:
Lack of creative thinking
The phases of conflict:
1. Latent – potential opposition or incompatibility
I want the temperature down and you don’t , and there is a potential
incompatibility. There is
2. Perceived incompatibility is recognized
3. Felt emotional involvement
4. Manifest behavior
Critical stages are: cognitive and emotional it’s the personalization that its difficult to
If you think about typical organization marketing want to sell as many shoes as can
On the production: want to get how efficient they are , they get evaluated how much
cost effective they are
You have different department with different goals,
If head office set the number of shoes styles and color these department don’t get
bonus there is no conflict.
Generally in a process if you address the conflict, then it’s not that emotional. Conflict is inevitable but combat is possible.
4)Acting out 2) Perceived Threat
The role of perceptions:
Fishers,Ury & Patton (1991) Getting to Yes.
Our perception on our ways of viewi