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Presentation on managing interpersonal conflict
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MANAGING INTERPERSONAL
CONFLICT
By
Maria Masood
IQRA UNIVERSITY
CONFLICT• A state of disagreement or argument between
people, groups, countries etc
• “Perception of Incompatible Aspirations” PIA=C
COMMON FEELINGS ASSOCIATED WITH
CONFLICT
SIGNS OF CONFLICT
INTERPERSONAL RELATIONSHIPS
between two or more people
SOCIAL ASSOCIATIONS
CONNECTIONS
AFFILIATIONS
INTERPERSONAL CONFLICTS
Disagreements or differences between two or more interacting individuals
ROOTS OF INTERPERSONAL CONFLICTS
Differences between people
• Understanding• Values• Style• Opinions• Interests
RESPONSES TO CONFLICT
SOFT
• Withdrawing. • Ignoring.• Denying.• Giving in.
HARD
• Threatening.• Pushing.• Hitting.• Yelling
OUTCOMES
NEGATIVE EFFECTS
• Decreased performance• Dissatisfaction• Aggression• Anxiety• Wasted time• Wasted energy• Reduced efficiency
Positive Effects
• Identifies issues of importance to others
• Resolution of underlying problems
Conflict promotes change
(internal and external)
Provides for ways to
facilitate the
reconciliation of
legitimate
but opposed interests
Conflict is the growing edge
of relationships
GOOD NEWS ABOUT CONFLICT
BAD NEWS ABOUT CONFLICTIf mismanaged,
conflict is fully capable
of
destroying relationships,
and wreak havoc
in
our personal life,
groups,
the larger society
and the entire World
HOW TO MANAGE INTERPERSONAL CONFLICTS?
Conflict Management TRICKS
• Compromise
• Compete
• Collaborate
• Avoid
• Accommodate
COMPROMISE
• An agreement between two people that is achieved by both people accepting less than they wanted at first
COMPETE
• To overpower opponents by forcing them to accept their solutions
•Believe in winning and losing
COLLABORATE• Collaborating is problem solving by addressing
the needs and issues of each party to arrive at a solution that is mutually satisfying.
AVOIDANCE
• Form of conflict management in which people physically or psychologically remove themselves from the conflict.
ACCOMMODATE
• Accommodating is giving in to the others needs while ignoring your own.
TEMPERORY MANAGEMENT MODES
• Avoidance Fails to Resolve• Accommodate
PERMANENT MANAGEMENT MODES
• Compromise Provides Resolution• Compete• Collaborate
CONFLICT RESOLUTION
• Conflict resolution involves
identifying areas of agreement
and areas of compromise
so that a solution to the
disagreement or
conflict occurs.
COMMUNICATION PRINCIPLES FOR RESOLVING CONFLICT
• Listening.
• Understanding.
• RESPONDING
• Respecting.
• Resolving.
NEGOTIATION STRATEGY
• Process of making joint decisions when the parties involved have different preferences
PROBLEM SOLVING
• Set the stage.• Gather perspectives.• Identify the interests.• Create options.• Evaluate options.• Generate agreement
or a deal
PRINCIPLES OF CONFLICT RESOLUTION
• Separate people from the problem.• Focus on interests, not positions.• Invent options for mutual gain.• Use objective criteria.
CONCLUSION
• Interpersonal conflicts must be resolved in order to avoid it’s potential for destruction and turn it into an agent of change and growth