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Effective Conflict Management Strategies

The document outlines strategies for managing conflict within organizations, detailing the types, sources, and effects of conflict. It emphasizes various conflict management styles and when to apply specific techniques, such as avoiding, accommodating, forcing, compromising, and collaborating. Additionally, it describes a four-phase collaborative problem-solving process involving problem identification, solution generation, action planning, and implementation.

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Jipson Lawrance
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9 views5 pages

Effective Conflict Management Strategies

The document outlines strategies for managing conflict within organizations, detailing the types, sources, and effects of conflict. It emphasizes various conflict management styles and when to apply specific techniques, such as avoiding, accommodating, forcing, compromising, and collaborating. Additionally, it describes a four-phase collaborative problem-solving process involving problem identification, solution generation, action planning, and implementation.

Uploaded by

Jipson Lawrance
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

Managing Conflict

Module 3 Notes
Module 3:
Managing Conflict
Objec&ves: Your Notes:
• Explain the impact of conflict on the
organiza&on
• Differen&ate the different types of
conflict
• Describe sources of conflict
• Analyze different approaches to
managing conflict
• Using a collabora&ve approach to
resolve interpersonal conflict
Coaching vs. Counseling

Diagnosing Conflict:
• Conflict focus
• People-focused: interpersonal
confronta&ons involving
emo&onal disputes
• Issue-focused: joint decision
making situa&ons involving the
alloca&ons of resources

Conflict Sources:
• Personal Differences – generally a result
of the different backgrounds of the
individuals
• Informa&onal – tend to be factual and
clarifying informa&on or adding
Effects of Conflict
informa&on usually corrects the
problem
• Role Incompa&bility – Personal
differences that members bring to the
organiza&on which are triggered by an
organiza&onal catalyst
• Environmental – these are conflicts that
are induced from the stress of the
organiza&onal environment
Module 3:
Managing Conflict
Conflict Management Styles Your Notes:
• How we tend to behave in nego&a&ons
situa&ons
• Grounded in our personality and early
experiences and reinforced through life
• Create strengths and vulnerabili&es in
conflict situa&ons
• There is no “best” way to manage conflict
• Different situa&ons and people will require
different approaches

When to Use Conflict Management Techniques


• Avoiding: small issue, limited &me/
resources
• Accommoda&ng: keeping harmony, using
small favor to get larger one
• Forcing: emergencies, only one right way
exists
• Compromising: when par&al win is beXer
than none for both par&es
• Collabora&ng: for important issues when
&me is not a problem, when win-win
solu&on is possible
Module 3:
Managing Conflict
Four Phases of Collabora&ve Problem Your Notes:
Solving:
• Problem iden&fica&on
• Solu&on genera&on
• Ac&on plan formula&ons and
agreement
• Implementa&on and follow-up

Ini&ator-Problem Iden&fica&on:
• Maintain personal ownership of the
problem
• Succinctly describe your problem in
terms of behaviors, consequences,
and feelings
• Avoid drawing evalua&ve
conclusions and aXribu&ng mo&ves
to the respondent
• Encourage two-way discussion
• Manage the agenda: approach
mul&ple or complex problems
incrementally

Ini&ator-Solu&on Genera&on:
• Focus on commonali&es as the basis
for reques&ng a change
Module 3:
Managing Conflict
Responder-Problem Iden&fica&on: Your Notes:
• Establish a climate for joint problem
solving by showing genuine interest and
concern
• Seek clarifying informa&on by asking
relevant ques&ons
• Agree with some aspect of the
complaint

Responder-Solu&on Iden&fica&on:
• Ask for sugges&ons of acceptable
alterna&ves

Mediator-Problem Iden&fica&on:
• Acknowledge that a conflicts exists and
propose a problem-solving approach
• Maintain a neutral perspec&ve
• Serve as facilitator, not as a judge
• Ensure fairness

Mediator-Solu&on Genera&on:
• Explore op&ons by focusing on interests
not posi&ons
• Ensure mutual support for agreed upon
solu&ons
• Establish follow-up procedures

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