3. MEANING “A state of incompatibility of ideas between two or more parties or individuals.”
4. DEFINITION Conflict can be defined as an expressed struggle between at least two interdependent parties, who perceive that incompatible goals, scarce resources, or interference from others are preventing them from achieving their goals Wimot and hocker,2001
5. We see things: Not as they are But as weare Presented by: Dr.Samar
13. Intrapersonal An intrapersonal conflict occurs within an individual in situations in which he or she must choose between two alternatives
14. Interpersonal conflict conflict between two or more individuals. INTERGROUP CONFLICTrefers to disagreements or differences between the members of two or more groups.
26. Multiple factors Identify the boundaries of the conflict. Understand the factors that limit the possibilities of managing the conflict constructively.
27. CONT………. . Be aware of whether more than one issue is involved. Be open to the ideas, feelings, and attitudes expressed by the people involved. Be willing to accept outside help to mediate the conflict.
35. PROBLEM SOLVING Initiate a discussion, timed sensitively and held in an environment conducive to private discussion. Respect individual differences. Be empathic with all involved parties. Have an assertive dialogue that consists of separating facts from feelings, clearly defining the central issue, differentiating viewpoints, making sure that each person clearly states their intentions, framing the main issue based on common principles, and being an attentive listener consciously focused on what the other person is saying. .Agree on a solution that balances the power and satisfies all parties, so that a consensus on a win-win solution is reached
36. Conflict handling intentions Assertiveness (satisfying one’s own concerns) Cooperativeness (attempting to satisfy another’s concerns
37. Conflict-Resolution Strategies Avoiding: Withholding or withdrawing: In this avoidance strategy, one party opts out of participation. They remove themselves from the situation. Smoothing over or reassuring: This is the strategy of saying "Everything will be OK." By maintaining surface harmony, parties do not withdraw but simply attempt to make everyone feel good
38. Accommodating: This strategy is used when there is a large power differential. The more powerful party is accommodated to preserve harmony Forcing: This technique is a dominance move and an arbitrary way to manage conflict. Competing: Compromising
39. Confronting: This technique is called assertive problem solving and is focused on the issues. Individuals speak for themselves, but in a way that decreases defensiveness and allows another person to hear the message Collaborating: This is an assertive and cooperative strategy in which the parties work together to find a mutually satisfying solution. It is invoked with the phrase "Two heads are better than one.“ Bargaining and negotiating Problem solving:
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41. Preventing Conflict Frequent meeting of your team Allow your team to express openly Sharing objectives Having a clear and detailed job description Distributing task fairly Never criticize team members publicly Always be fair and just with your team Being a role model
42. negotiation It is a compromise. That is,each party gives up something with the emphasison accommodating differences between the two parties Focus on a Win-Win Solution,Want both parties to be satisfiedwith the outcome
43. STEPS IN NEGOTIATION PROCESS BEFORE THE NEGOTIATION DURING NEGOTIATION CLOSURE OR FOLLOW –UP TO NEGOTIATION
44. Step 1 – Before Negotiating Be prepared (Do your research) . Start with high, realistic goals . Know what you will settle for . Know what to trade off
54. CONSENSUS Consensus means that negotiating parties are able to reach an agreement that all parties can support, or at least not oppose, even though it does not represent everyone's first priorities .
