Conflict at Work

There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of

Conflict is human nature; it practically unavoidable. Whether it is at home or in the professional world, we as individuals must communicate or interact on a daily basis by some shape or form with other individuals in order to get anything accomplished. One employee alone does not or could not make an organization successful. In reality, these constant interactions are more than likely going to lead to some type of conflict at one point or another in our lives. Griffin and Moorhead define conflict as “a process resulting in the perceptions of two parties that they are working in opposition to each other in ways that result in feelings of discomfort and/or animosity” (Griffin & Moorhead, 2014). It has been determined that conflict can

Neither party should enter the negotiation in a head-on confrontational manner. Both parties should allow the other to be open in their communication, listens carefully to each other’s position and interests, and summarize what is said to clarify understanding. Once both parties have expressed their needs, they must seek alignment.

3. Focus on the common goal of the group instead of any individual perspectives and goals.

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

Collaborating = Where the parties to a conflict each desire to satisfy fully the concerns of all parties. Items 5, 10, 15, and 20 in this instrument.

One of the most important elements of managing conflict and reaping its benefits now becomes clear. Conflict can

T he four levels of conflict in the workplace and the explanation of the traditional, behavioural and interactionist views of conflict are identified. C onflicts are classified using two approaches: First, they are grouped into relationship and task conflicts. Second, they are categorised by

You can give in to others, sometimes to the extent that you compromise yourself. Use this approach very sparingly and infrequently, for example, in situations when you know that you will have another more useful approach in the very near future. Usually this approach tends to worsen the conflict over time, and causes conflicts within yourself.

Conflict is a problematic situation that occurs between interdependent people who seek different goals or means to those goals. Conflict is inevitable as relationships become closer, more personal, and more interdependent, more conflicts occur, perceived trivial or minor complaints become more significant, and feelings become more intense. Conflict has many definitions (opposing viewpoints, when opponents engage in battle, going against one another in some fashion, incompatibility between the objectives of two or more characters or forces) and approaches (avoiding, accommodating, competing, collaborating, compromising). Interpersonal conflict is the disagreement between two people in respect to values and attitudes that leads to resentment. Definitions tend to imply that conflict is not a beneficial behavior in which to engage. However, proactively addressing conflict via mediation has been known to restore peace, enhance relationships, and bring cohesiveness to an otherwise divided team.

In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and

I talk about a negotiation tactic called Nibbling, which involves getting to a final agreement on the negotiation, shaking hands and walking out the door...but just before you leave you ask for one further concession. Because the deal has been done, decisions made, people breathe a sigh of relief and will easily give into one more demand. It works too.

Learners, this is an article from Fast Company (www.fastcompany.com). It is also a magazine, but many of the articles are available on the website. It has articles about management, leadership, design, business, government/non-governmental organizations and more. Just click the magnifying glass in the upper-right portion of the page, type in your topic and hit enter. While the articles are not peer-reviewed, many of them are from reputable sources. This article identifies the ways we react to conflict. It stresses the importance of remaining cool and logical (Edmondson, 2012). Please read this short article about the psychology of conflict. Send me a short email by Saturday, 3/11/2017, at midnight CST to inform me that you have

• We all negotiate, all the time- at home, with friends, at office, in public These negotiations can be about anything Negotiation is the most effective way of resolving conflicts and securing agreement A two way discussion to agree terms Conferring for the purpose of mutual agreement A process of discussion aimed at reaching agreement Establishing consensus amongst two or more parties

In conflict theory Karl Marx claims that society is in a state of coercion conflict due to competition for social and economic resources. Social order is maintained by domination and power rather than a general agreement. According to conflict theory, those with the most resources use wealth and power to suppress poor and powerless people for their own betterment that leads to inequality and power struggle. Dominant people influence the beliefs of other members of society by manipulating public information and controlling institutions such as religious, educational, and social.