Managing conflict and negotiation - the nature of conflict
5 important questions on Managing conflict and negotiation - the nature of conflict
A conflict is a disagreement where the people involve perceive a treat to their interests, needs, or concerns. Explain what a dysfunctional conflict is
A conflict is a disagreement where the people involve perceive a treat to their interests, needs, or concerns. Explain what a constrictive conflict is
The book talks about roles of emotion in conflict. There is Certain actions can that be used to de-escalate conflict. There are other actions that should be avoided.
Do
-Be an empathetic listener
-Focus your attention on the other person
Use delay tactics to create time to diffuse
emotions
- Control your body language—relax,
uncross legs and arms, and make eye contact
-Remind both parties that a win-win
solution can be found
-Stay focused on issues, not emotions
Avoid
-Communicating hostility verbally or
through body language
-Rejecting all requests from the start
-Challenging, threatening, or daring
Raising your voice
-Blaming either party or saying anything
that would cause the parties to lose face
-Minimizing the situation or the conflict
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Several factors serve to increase the risk of coworker violence in organizations. Mention as many as you can
- Supervising others
- Working in a high-stress environment
- Personality conflicts
- Understaffed workplaces
- Economic downturns
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interpersonal conflict management styles.
These differ in terms of your concerns for others
versus your concerns for yourself. Explain the different managment styles shown in the figure.
- Accommodating: A cooperative conflict management style
- collaborating: A conflict management style reflecting a desire to give both parties what they want
- compromising: A conflict management style in which each side sacrifices something in order to end the conflict.
- avoiding: Ignoring the conflict or denying that it exists
- competing: Pursuing one’s own interest at the expense of the other party
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