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Part of a relationship
Consequence of
growth change
Mistake
Struggle between right and wrong
Differentiation
Task Interdependence
Sources of Conflict
Scarce Resources
Motivates competition for the resource Creates uncertainty, threatens goals Without rules, people rely on politics Increases stereotyping Reduces motivation to communicate Escalates conflict when arrogant
Ambiguous Rules
Communication Problems
System Approach
By System theory ,you will increase your effectiveness by developing a system approach and perspective to conflict diagnosis and negotiation strategizing First we review certain principles derived from systems theory. Then we apply those principles to conflict diagnosis
System Approach
Communication system Theory System Theory
Conflict Theory Critical Theory
Communication Theory
*Hold that systems are open and that in fact, a closed system will ultimately cease to exist.
*Systems are comprised of subsystems and subparts, and there is a dynamic interaction between and among the parts as well as with external factors
Conflict Theory
*A system Theory approach includes an analysis of cause and effect relationship but does not assume that the whole is equal to the sum of its part. *It also includes the elements of feedback analysis. *It also includes analysis of the system itself-ways in which structure, roles and rules creates or sustain conflict.
Conflict Theory
*Determination of how the system is creating or sustaining conflict requires identification and analysis of Chain reactions and interactions. *Elements can be found by observation and communication
*identify systems rules that are adding or sustaining the conflict.
*Determine what is attained by the conflict in a constructive manner by looking for communication gaps, and cause and effect relationships.
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*One approach useful in identification of roles, functions and relationships is to raw sociogram. Key sociogram terms: *Social Network *Cluster *Isolate *Bridge *Liaison *Star
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purposes. Managing conflict constructively may be approached in a compromising style. Resolution may be approached in three styles of interaction: _ Competing _ Compromising _ Colaborating
Where as
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Resolving conflict is the best course of action when
behaviors are destructive, or unwanted results from conflict. Resolution will enable the system to function effectively.
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Five conflict management modes
AVOIDING
Effective when the conflict is temporary The risk of engaging is too high Avoidance does not solve the problem May make the situation worse as time goes on
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Changing the other person is unlikely to work!...focus
not should be on the other person but on the other persons opinions and behaviors.
Changing the situation, however, includes changing
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conflict provides opportunities to work with others to
decisions result, and the relationship between the conflicting parties improves
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