Sharks try to overpower opponents by forcing them to accept the
sharks solution to the conflict. Their goals - highly important
Relationships - minor importance Seek to achieve their goals at all
costs Not concerned with the needs of others Do not care if others
like or accept them
Slide 6
Conflict solution -one person wins and one person loses They,
of course, want to be a winner. Winning gives sharks a sense of
pride and achievement. Losing gives them a sense of weakness,
inadequacy and failure. Tactics include attacking, overpowering,
overwhelming, and intimidating.
Slide 7
Owl I win, you win
Slide 8
Owls highly value their own goals and relationships. They view
conflict as a problem to be solved and to seek solution that
achieves both their goals and the goals of the other person. Owls
see conflicts as a means of improving relationships by reducing
tensions between two persons. They try to begin a discussion that
identifies the conflict as a problem.
Slide 9
By seeking solutions that satisfy both themselves and the other
person, owls maintain the relationship. Owls are not satisfied
until a solution is found that achieves their goals and the other
persons goals. They are not satisfied until the tensions and
negative feelings have fully resolved.
Slide 10
Turtle You bend, I bend
Slide 11
Turtles withdraw into their shells to avoid conflicts. They
give up their goals and relationships, they avoid people and issues
over which the conflict is taking place. Turtles believe it is
easier to withdraw from a conflict than to face it.
Slide 12
Teddy Bear I lose, you win
Slide 13
To Teddy Bears, the relationship is of great importance while
their own goals are of little importance. Teddy Bears want to be
accepted and liked by others. They think that conflict should be
avoided in favor of harmony and that people cannot discuss
conflicts without damaging relationships. They are afraid that if
the conflict continues, someone will get hurt and that would ruin
the relationship.
Slide 14
Teddy Bears say Ill give up my goals and let you have what you
want, in order for you to like me. Teddy Bears try to smooth over
the conflict out of fear of harming the relationship.
Slide 15
Fox You bend, I bend
Slide 16
Foxes are moderately concerned with their own goals and their
relationship with others. Foxes seek a compromise; they give up
part of their goals and persuade the other person in a conflict to
give up part of their goals. They seek a conflict solution in which
both sides gain something; the middle ground between two extreme
positions. They are willing to sacrifice part of their goals and
relationships in order to find agreement for the common good.
Slide 17
What do you think would be the most effective ways of dealing
with conflict out of the five styles? Why? Competing Avoiding
Collaborating Accommodating Compromising
Slide 18
Conflict is inevitable; Conflict develops because we are
dealing with people's lives, jobs, children, pride, self- concept,
ego and sense of mission or purpose Early indicators of conflict
can be recognized; There are strategies for resolution that are
available and DO work; Although inevitable, conflict can be
minimized, diverted and/or resolved.
Slide 19
1. Task: the content and goals of the work (Example: you do not
agree on topic your team has decided to present on) 2.
Relationship: interpersonal relationships (Example: you dont get
along with your boss) 3. Process: how work gets done. (Example: you
think that everyone should have equal parts, but your team members
disagree)
Slide 20
Poor communication Poor leadership Irresponsibility
Insufficient resources Underlying stress or tension
Dissatisfaction
Slide 21
Helps raise and address any problems Brings about necessary
change Allows people to express how they feel Helps people learn
how to recognize and benefit from each others differences
Encourages communication in order to work out conflict Any other
benefits??
Slide 22
Decreases productivity Low moral Conflict continues to escalate
Causes inappropriate behavior Creates tension among co-workers;
reduces cooperation
Slide 23
#1 Address the problem, not the personality Communicate with
the person. In a calm, controlled tone tell the person how you feel
when conflict occurs. Use I statements, not You statements. Address
what happened not why it happened. Example, I feel disrespected
when you dont listen to me during our meetings.
Slide 24
#2 Practice Active Listening During the conversation, pay
attention, and show the other person you are interested in what
they have to say. Remember you dont have to agree with the person
but your goal is to understand what he/she is trying to say.
Slide 25
#3 Create possible solutions Brainstorm a list of possible
solutions. Remember to negotiate. Think win-win, not win-lose.
Discuss solutions that have not worked in the past
Slide 26
#4 Agree on a possible solution for you both to try. Come to a
conclusion to try. If it doesnt work know that you can readdress
the problem. Consider a follow-up meeting to discuss the progress.
Make an effort!
Slide 27
Watch the video and using your worksheet, take the position of
either the husband or the wife and write how you would best handle
the situation using our 4 steps to conflict resolution.
Slide 28
Work with your group to act out a conflict in front of the
class. Demonstrate the 4 steps to Conflict Resolution as you work
through the conflict. Also, have your teammates represent several
of the 5 Conflict Management Styles in your presentation. The
presentation should take 3-5 minutes.
![[Mystical Signs] - Compromising Positions](https://img.pdfslide.us/doc/110x75/577c85f91a28abe054bf4b96/mystical-signs-compromising-positions.jpg)
