Conflict Management

Conflict Management
When we get into arguments with people, the problem won’t be sorted until both parties feel that they have been treated fairly
In order to make things fair, all parties have to:
Understand
Avoid making things worse
Work together
Find a solution

In order to make things fair, all parties have to:
Understand
Avoid making things worse
Work together
Find a solutionAs part of the conflict resolution process it is helpful to develop a “map” of the conflict. This is done by looking at possible sources of a dispute; the more effectively all sources are recognized & addressed the more effective the resolution will be.
Structural: Limited resources; unequal or unclear power & authority; Role definition; Unequal
control of resources; Time, space or distance (privacy)

Interests/Needs: Basic human needs including Procedural – fair hearing for all, fair decision-making process; Psychological – treatment with respect, safety, belonging, power


Data/Information: Lack of information; Incomplete or incorrect information; Differences of interpretation; Different views of which data is most important; Contradictory statistics

Values: Personal belief systems; Group beliefs

Relationships: Poor or miscommunication; Strong emotions; Misperceptions; Stereotypes; Personality mismatch; Something from the past? And, are the right people trying to resolve the issue?

People respond to conflict in different ways. We even use different styles in different situations or with different people

The Avoidance Style…
Avoidance means that a person knows there is a conflict but chooses not to deal with it. An avoider walks away from the problem and may avoid the person with whom he or she is having a conflict.

The Accommodating Style…
The person who always accommodates puts aside their own needs and concerns in order to satisfy the needs of another person.