interpersonal confict
TRANSCRIPT
INTERPERSONAL CONFLICTpresented by:
Aditya Jaya Iswara Rindhita Gunawan Rosa Febrina Suci Rahayu Raudha Salsabila Elyvia Inayah
Principle of Interpersonal Conflict
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1. Conflict is Inevitable
Conflict Issues
Online Conflict
Sending commercial messages,
spamming, flaming in online work is also
can appear a conflict.
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2. Conflict Can Have Negative and Positive Effects
Negative EffectsMany conflict involve unfair fighting
methods and focuse largely on hurting the other person. At times, conflict may lead us to close ourself off from the other individual.
Positive EffectsIt force us to examine a problem and
work toward a potential sollution. If we use productive conflict strategies, our relationship is likely to become stronger, healthier, and more satisfying than it was before.
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3. Conflict Can Focus on Content and/or Relationship Issues
Content conflict centers on objects,
events, and persons in the world that are
usually external to the people involved in
the conflict
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4. Conflict styles have consequences
Competing – I win, You lose
Avoiding – I lose, You lose
Accommodating – I lose, You win
Collaborating – I win, You win
Compromising – I win and lose,
You win and lose
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5. Conflict is influenced by culture
Culture influences the topics people fight about as well as what are considered appropriate and inappropriate ways of dealing with conflict.The topics of conflicts also will depend on whether the culture is high or low context. Each culture seems to teach its members different views of conflict strategies (Tardiff, 2001).The cultural norms of organizations will influence the types of conflicts that occur and the ways in which they may be dealt with.
Conflict
Managemen
t Stages
Stages in Conflict
Resolution
Define The Conflict
Examine Possible Solutions
Test the solution
Evaluate the solution
Accept or reject the solution
suggestions for
preparing for resolving
conflict
Try to fight in private.
Be sure you’re each ready to fight.
Know what you’re fighting
about.
Fight about problems that can be solved.
CONFLICT MANAGEMENT STRATEGIES
The strategies you choose will be influenced by a variety factors:
The goals (short-term and long-term) Emotional state Cognitive assesment Personality and communication
competence Family history
Win-Lose and Win-Win StrategiesWin-win solutions lead to mutual satisfaction and prevent the resentment that win-lose solutions often engender.
People are more likely to abide by the decisions reached in a win-win outcome than they are in win-lose or lose-lose solutions.
Avoidance and Active Fighting Strategies
Avoidance of conflict may involve actual physical flight.It may also take the form of emotional or intellectual avoidance, whereby leave the conflict psychologically by not dealing with the issues raised.As avoidance increases, relationship satisfaction decreases.
Nonnegotiation Nonnegotiation is a special type of
avoidance. Refuse to discuss the conflict or to
listen to the other person’s argument.
Silencers Silencers are conflict techniques that literally silence the other invidual.
ForceandTalk
Strategies
Force and Talk Strategies
Many people prefer not to deal with the issues but rather to force their position on the other person.
The force may be emotional or physical.
Force and Talk Strategies
The only real alternative to force is talk.
Be sure to listen actively and openly.
Face-Detractingand
Face-EnhancingStrategies
Face-Detracting StrategiesFace-Detracting:
Treating the other person as incompetent or untrustworthy, as unable or bad.
Avoid “fighting words”
Face-Detracting Strategies
One popular but destructive face-detracting strategy is Beltlining
Beltlining
Attack the other person in their weak area.It can destruct the other person’s image.
Face-Enhancing Strategies
Helping the other person to maintain a positive image, an image as competent and trustworthy, able and good.
Verbal Aggressivenessand
ArgumentativenessStrategies
Argumentativeness
Your willingness to argue for a point of view, your tendency to speak your mind on significant issues. It’s the preferred alternative to verbal aggressiveness