17-12-2011 conflict-and-conflict-resolution-1222157361594383-9[1]

8/11/2019 17-12-2011 conflict-and-conflict-resolution-1222157361594383-9[1]

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MAJ. NAZIR HUSSAIN SHAH


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Conflict and Conflict

ResolutionPresented by

MAJ NAZIR HUSSAIN SHAH(MINHAJ UNIVERSITY LAHORE)


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Essential points for the

presentation

A Definition of conflict

Transition in conflict thought

Functional versus dysfunctional conflict Outline the conflict process

Effects of conflicts

Causes of conflicts Identify the steps

Stage for behavior

Criticism


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Essential points for the

presentation

Responsibilities

The 7 Steps to Conflict Resolution

Key points to remember Conflict resolution techniques


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What is conflict?

A struggle to resist or overcome;contest of opposing forces or powers;strife; battle. A state or condition of

opposition; antagonism; discord. Apainful tension set up by a clashbetween opposed and contradictory

impulses."


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A DEFINITION OF CONFLICT

A process that begins when one party perceives thatanother party has negatively affected, or is about tonegatively affect, something that the first party caresabout.

Transitions in Conflict Thought

Traditional view of conflict. The belief that all conflict isharmful and must be avoided.

Human relations view of conflict. The belief that conflictis a natural and inevitable outcome in any group.

Interactionist view of conflict. The belief that conflict isnot only a positive force in a group but that it isabsolutely necessary for a group to perform effectively.


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Functional Versus Dysfunctional

Conflict

Functional conflict. Conflict that supports the goals of thegroup and improves its performance.

Dysfunctional conflict. Conflict that hinders groupperformance.

Task conflict. Conflicts over content and goals of thework.

Relationship conflict. Conflict based on interpersonalrelationships.

Process conflict. Conflict over how work gets done.


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Effects of conflict

Avoidance

Inability to work together

Verbal assault

Resentment

This causes us a greatdegree of discomfort,

anger, frustration, sadnessand pain.


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Causes of conflict

There is a perceived breach of faith andtrust between individual

There is unresolved disagreement that hasescalated to an emotional level

There is miscommunication leading tounclear expectations


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Causes of conflict

There are personality clashes

There are differences in acquired values

There is underlying stress and tension There are ego problems

There are combinations of the above


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Is conflict good?

A certain degree of conflict is a healthy

sign

Too much conflict; communicationproblems

No conflict; disinterest amongst themembers of the group and lack of input

Arises from unclear aims and objectives

Dont make disagreements personal

Conflict can help improve the level ofquality


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Criticism

Should be actively encouraged

Constructive criticism encourages growth

A way of coaching ourselves and others Criticize well

Good criticism helps others to evaluate

their own work effectively Keep neutral


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Scale of criticism

Ridicule / over criticizing Good criticism Complete consensus : No criticism


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Responsibilities

It is your responsibility as a group and as

individuals to do the following:Achieve success in completing allocated

tasks.

Achieve success in fulfilling allocated roles. Help other individuals achieve success.

Ensure that all members contribute as

equally as possible. Make progress in every group session.

Help to achieve the aims set out by thegroup in the initial stages.


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Conflict Resolution

The 7 Steps to Conflict Resolution


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To Resolve aConflict

What tosay or do?

Why?

1. Calmyourself Take a deepbreath, say"relax"

Clears thinking,models control

2. Restore

order

Take a "Time

Out"

Stops the fight,

contains thedamage

3. Hear their

stories

"Help me

understandyour concern."

Gathers

information,defuses tension


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To Resolve aConflict

What tosay or do?

Why?

4. Listencarefully Eye contact,don'tinterrupt

Honors theneed to beheard

5. Generate

solutions

"How could

we resolvethis?"

Moves from

accusationsto solutions

6. Agree on a

solution

"Would this

work foryou?"

Moves to

resolution,brings closure


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To Resolvea Conflict

What tosay or do?

Why?

7. Test forsatisfaction

"Are you surethis will work

for you?"

Assures clearcommunication


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Key points to remember

Be a model of calm and control

Don't give in to emotional outbursts

Don't assume people are beingdifficult intentionally

Find a quiet place in to resolve

conflicts....privately


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Conflict Resolution Techniques

Problem Solving Face-to-face meeting ofthe conflicting parties for the purpose of identifyingthe problem and resolving it through opendiscussion.

Subordinate goalsCreating a shared goal

that cannot be attained without the cooperation ofeach of the conflicting parties.

Expansion of resources When a conflict is

caused by the scarcity of a resourcesay, money,promotion opportunities, office spaceexpansionof the resource can create a winwin solution.

Avoidance Withdrawal from, or suppression of,

the conflict.


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Compromise Each party to the conflictgives up something of value.

Authoritative command Managementuses its formal authority to resolve theconflict and then communicates its desires

to the parties involved.Altering the human variable Using

behavioral change techniques such ashuman relations training to alter attitudesand behaviors that cause conflict.


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References

Augsburger, D. (1992). Conflict mediation across cultures.Louisville, Kentucky:Westminster / John Knox Press.Bannon, I. & Paul Collier (Eds.). (2003). Natural resources and violent conflict: Optionsand actions.Washington, D.C: The World Bank.Ury, F. & Rodger Fisher. (1981). Getting to yes: Negotiating agreement without giving in.

New York, NY: Penguin Group.Wilmot,W. & Jouyce Hocker. (2007). Interpersonal conflict.New York, NY: McGraw-HillCompanies.Bercovitch, Jacob and Jackson, Richard. 2009. Conflict Resolution in the Twenty-firstCentury: Principles, Methods, and Approaches.University of Michigan Press, Ann Arbor.de Waal, Frans B. M. and Angeline van Roosmalen. 1979. Reconciliation and consolation

among chimpanzees. Behavioral Ecology and Sociobiology5: 5566.de Waal, Frans B. M. 1989. Peacemaking Among Primates. Harvard University Press,Cambridge, MA.Judge, Peter G. and Frans B. M. de Waal. 1993. Conflict avoidance among rhesusmonkeys: coping with short-term crowding.Animal Behaviour46: 221232.Veenema, Hans et al. 1994. Methodological improvements for the study of

reconciliation. Behavioural Processes31:2938.
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Castles, Duncan L. and Andrew Whiten. 1998. Post-conflict behaviour of wild olivebaboons, I. Reconciliation, redirection, and consolation. Ethology104: 126147.Aureli, Filippo and Frans B. M. de Waal, eds. 2000. Natural Conflict Resolution.University of California Press, Berkeley, CA.

de Waal, Frans B. M. 2000. PrimatesA natural heritage of conflict resolution. Science289: 586590.Hicks, Donna. 2011. Dignity: The Essential Role It Plays in Resolving Conflict.YaleUniversity PressSilk, Joan B. 2002. The form and function of reconciliation in primates.Annual Review ofAnthropology31: 2144.

Weaver, Ann and Frans B. M. de Waal. 2003. The mother-offspring relationship as atemplate in social development: reconciliation in captive brown capuchins (Cebusapella). Journal of Comparative Psychology117: 101110.Palagi, Elisabetta et al. 2004. Reconciliation and consolation in captive bonobos (Panpaniscus).American Journal of Primatology62: 1530.
http://www.themontrealreview.com/2009/Dignity-the-essential-role-it-plays-in-resolving-conflict-Donna-Hicks.phphttp://www.themontrealreview.com/2009/Dignity-the-essential-role-it-plays-in-resolving-conflict-Donna-Hicks.php

17-12-2011 conflict-and-conflict-resolution-1222157361594383-9[1]

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