conflict resolution ppt by abdirazack islaan

8/10/2019 Conflict Resolution Ppt by Abdirazack Islaan

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Conflict Resolution

Positive and NegativeTechniques
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What is Conflict?

There are different ways to come with a

definition of conflict. When speaking of

conflict, what would immediately come

into mind would most likely be how

differences and disagreements make

such an occurrence to spring up.

can be described as a disagreementamong groups or individuals

characterized by antagonism and

hostility.
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Cont

CONFLICTS ARE DISAGREEMENTS

THAT LEAD TO TENSION WITHIN,

AND BETWEEN, PEOPLE. Conflict is a form of interact ionamong

parties that differ in interest,

perceptions, and preferences.


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Causes of Conflict?

1. Miscommunication

2. Misunderstanding

3. Seeking power

4. Lack of confidence

5. Poor leadership

6. Lack of honesty7. Competition over resource ( scarce

resources)

8. Opposing ideas

.


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Types of conflict.

Interpersonal conflict: refers to aconflict between two individuals. This

occurs typically due to how people are

different from one another. personal conflict:occurs within an

individual. The experience takes place

in the persons mind. Hence, it is a typeof conflict that is psychological involving

the individuals thoughts, values,

principles and emotions.


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Cont Intra-group conflict: is a type of

conflict that happens among individuals

within a team.

The incompatibilities and

misunderstandings among these

individuals lead to an intra-group conflict

It is arises from interpersonal

disagreements (e.g. team members

have different personalities which may

lead to tension) or differences in views

and ideas.


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Cont.

Economic conflict :is brought about bya limited amount of resources. The

groups or individuals involved then

comes into conflict to attain the most ofthese resources, thus bringing forth

hostile behaviors among those involved.

Value conflict :is concerned with thevaried preferences and ideologies that

people have as their principle.


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Cont

Conflicts driven by this factor aredemonstrated in wars where in separate

parties have sets of beliefs that they

assert (in an aggressive manner atthat).

Power conflict occurs when the parties

involved intends to maximize whatinfluence it has in the social setting.


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Cont.. Such a situation can happen among

individuals, groups or even nations.

In other types of conflict, power is also

evident as it involves an asserting ofinfluence to another.

Conflict comes naturally; the clashing of

thoughts and ideas is a part of thehuman experience
http://www.typesofconflict.org/types-of-conflict/http://www.typesofconflict.org/types-of-conflict/


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Cont.. . It is true that it can be destructive if left

uncontrolled.

However, it shouldnt be seen as

something that can only cause negativethings to transpire. It is a way to come

up with more meaningful realizations

that can certainly be helpful to theindividuals involved.

Conflict can be seen as an opportunity

for learning and understanding our

differences.


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Sources of Conflict

When people have a little contact witheach other and are dependent on one

another fro resource.

When people or one member cannotperform a task until another member

has completed the work.

When people/member reforms a talkand then a decision is made as to which

unit receives the output


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Cont.. When existing goal incompatibility e.g.

increased security in the stores due to

theft may affect timely dispatch of

goods/items between the store man andsecurity officer.

Conflict arises from resource scarcity

Goals of parties are incompatible Other structural factors (size,

routinization, specialization, reward

systems)


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Cont..

Conflicting perceptions, ideas, or beliefs

Differences between people

Conflicting thoughts/needs within an

individual

Lack of communication (maybe
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Conflict resolution:

Goal of Conflict Resolution Confront problems,

communicate openly

and respectfully with someone of opposing

opinion to provide optimal patient care.

Conflict resolution, otherwise known as

reconciliation, is conceptualized as the

methods and processes involved infacilitating the peaceful ending of conflictand

retribution.
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Cont..

Often, committed group membersattempt to resolve group conflicts by

actively communicating information

about their conflicting motives orideologies to the rest of the group (e.g.,

intentions;


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Cont However, conflict should not be seen as

purely negative. It can become an opportunityfor better things and open up opportunities, if

dealt with properly. It isnt as easy as it seems

though. Hence, this is where conflict

resolutioncomes in.

. Dimensions of resolution typically parallel

the dimensions of conflict in the way the

conflict is processed. Cognitive resolution is the way disputants

understand and view the conflict, with beliefs

and perspectives and understandings and

attitudes.


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Cont Emotional resolutionis in the way

disputants feel about a conflict, theemotional energy.

Behavioral resolution is how one

thinks the disputants act, theirbehavior.Ultimately, a wide range of

methods and procedures for addressing

conflict exist, including but not limited tonegotiation, mediation, diplomacy, and

creative peacebuilding.
http://en.wikipedia.org/wiki/Negotiationhttp://en.wikipedia.org/wiki/Mediationhttp://en.wikipedia.org/wiki/Diplomacyhttp://en.wikipedia.org/wiki/Peacebuildinghttp://en.wikipedia.org/wiki/Peacebuildinghttp://en.wikipedia.org/wiki/Diplomacyhttp://en.wikipedia.org/wiki/Mediationhttp://en.wikipedia.org/wiki/Negotiation


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Cont..

There are a lot of means and strategiesinvolved in dealing with conflict, and all

of these aim to come up with a

resolution to it. Hence, it is important for the parties

involve to pay attention to how a conflict

can come to an end in a healthymanner.


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Cont..

Handling special cases of conflict although

conflict always involves emotions at some

level, strategies for solving the situationrequire cognitive skills (diagnosis, problem

solving, leadership) and some degree of risk

taking.


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In resolving conflict, there are

major goals:1. Lose-Lose Solution(Neither party is

satisfied)

2. Win-lose Solution( One party issatisfied)

3. Win-WinSolution ( both parties are

satisfied)


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Cont..1. Lose-lose Solution: both parties lose

where there is no compromise ortaking of a middle group in a dispute.

2. Win-lose Solution: this is situation

where one party marshals its forces towin. It is characterized by parties

directing their energies towards each

other, looking at the issue at hand fromtheir own point of view, and

emphasizing on solutions rather than

attainment of goals, values or

objectives.


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Helping Conflicting parties

To be helpful in conflicting parties,ensures that:

You listen to the stories of both

conflicting parties.

Help each party to single out specific

problem

Facilitate the parties to identify the rootcause of their problems.


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Cont..

Facilitate the parties to generate broadideas on what could be done to solve

the problem, taking in consideration the

available opportunities. Team Building in Groups.

A team is a group of people from different

backgrounds having different skills andabilities, who work together with a

common purpose, goal and objectives.

Id tif th bl


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Identify the problem or

issues

Use I Messages to explain your own concerns,needs and basic goals

Use reflective listening to hear and acknowledge

the others needs and basic goalsEvaluate exactly what each of your actual needs

are with the problem. List needs.

Dont accept sudden promises not to cause theproblem


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strategies involve to handle

conflict There are five ways to settle conflict:

1. Accommodating

2.Avoiding3.Collaborating

4.Competing

5.Compromising


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1. Accommodating

Accommodation involves having to deal with theproblem with an element of self-sacrifice; an

individual sets aside his own concerns to maintain

peace in the situation. Thus, the person yields to

what the other wants, displaying a form of

selflessness. It might come as an immediate solution

to the issue; however it also brings about a false

manner of dealing with the problem. This can be

disruptive if there is a need to come up with a more

sound and creative way out of the problem. Thisbehavior will be most efficient if the individual is in the

wrong as it can come as a form of conciliation.


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2.Avoiding In this approach, there is withdrawal

from the conflict. The problem is beingdealt with through a passive attitude.

Avoiding is mostly used when the

perceived negative end outweighs the

positive outcome.

Avoidance would mean that you neglect

the responsibility that comes with it. The

other individuals involved might thinkthat you are neglecting the problem.

Thus, it is better to confront the problem

before it gets worse.


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3.Collaborating

Collaborating aims to find a solution to

the conflict through cooperating with

other parties involved.

Hence, communication is an important

part of this strategy.

In this mechanism, effort is exerted in

digging into the issue to identify the

needs of the individuals concernedwithout removing their respective

interests from the picture.


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Cont..

Collaborating individuals aim to come

up with a successful resolution

creatively, without compromising their

own satisfactions.

4.Competing

Competition involves authoritative and

assertive behaviors.


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Cont..

In this style, the aggressive individualaims to instil pressure on the other

parties to achieve a goal.

. It includes the use of whatever meansto attain what the individual thinks is

right.

It may be appropriate in some situationsbut it shouldnt come to a point wherein

the aggressor becomes too

unreasonable.


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5.Compromising

Compromising is about coming up witha resolution that would be acceptable to

the parties involved.

Thus, one party is willing to sacrificetheir own sets of goals as long as the

others will do the same.

Hence, it can be viewed as a mutualgive-and-take scenario where the

parties submit the same amount of

investment for the problem to be solved.


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Implementing the Solutions

Get Agreement on who does what by when

Write this down and check all agree to it

Refuse to remind or police the solutions

If you want to set criteria for success, work out

these now


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Follow-up evaluation

Carry out agreed method. Wait to see if theconflicts seems resolved.

If the agreed upon solution doesnt work,

remember it is the solution that failed, not theperson, and seek for a new solution.

Ask from time to time if the solution is working for

both of you.


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Rules of the Road:

No "You" statements.Use

statements that begin with the

word "I". Do not use statements

that include the word "you,"

because these statements make

people feel defensive.


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Acknowlegment

Thanks to allaah who allow us to

accomplished this task .

Thanks to participants who gave us achance to listen our ideas .

Thanks to those people who took part

the preparations and guidelines of thistasks.


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conflict resolution ppt by abdirazack islaan

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