the nature of conflict-introdfduction

8/15/2019 The Nature of Conflict-Introdfduction

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THE NATURE OF

CONFLICT

Unit 1

©2014 Pearson Education Inc.


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WITH A PARTNER

Discuss and define ‘conflict’

3 Minutes


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WHAT IS CONFLICT

Mental struggle resulting from incompatible or

opposing needs, drives, wishes, or external or

internal demands

“…Interdependent people who seek differentgoals or means to those goals…” (Cahn &

Abigail, 13:22)

Basically- a disagreement


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WORKING DEFINITION OF

CONFLICT

A disagreement through which the parties

involved perceive a threat to their needs,

interests or concerns

Key elements:Disagreement

Parties involved

Perceived threat

Needs, interests or concerns


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DISAGREEMENT

Difference in the positions of the two (or

more) parties involved in the conflict

True disagreement vs. perceived

disagreementConflict tends to be accompanied by

significant levels ofmisunderstanding that

exaggerate the perceived disagreement

considerably


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PARTIES INVOLVED

Often disparities in our sense of who is involved

in the conflict

Sometimes, people are surprised to learn they

are a party to the conflict, while other times weare shocked to learn we are not included in the

disagreement

People who are seen as part of the social

system (e.g. work team, family, company) areinfluenced to participate in the dispute


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PERCEIVED THREAT

People respond to the perceived threat, rather

than the true threat, facing them

While perception doesn't become reality per se,

people's behaviors, feelings and responsesbecome modified by that perception

Important to understand the true threat (issues)

and develop strategies (solutions) that manage it

(agreement)


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KEY POINTS

Response is based on the person’s perceptions

of the situation (not objective review of it)

Conflicts contain substantive, procedural,

and psychological dimensionsTo a large degree, conflicts are predictable

and expectable situations that naturally arise

Creative problem-solving strategies are

essential


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POSITIVE SPIN


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4 CHARACTERISTICS OF

INTERPERSONAL CONFLICT:

Conflicting parties are interdependent (rely

on one another)

Parties involved have the perception that they

seek incompatible goals/outcomes or haveincompatible means to the same end

The perceived incompatibility has the

potential to adversely affect the relationship

if not addressed

There is a sense of urgency about the need to

resolve the difference


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WHO DO YOU HAVE

THE MOST CONFLICT

WITH?


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WHAT CAUSES CONFLICT?

According to research, there are 7 resources

that produce satisfaction in long-term

romantic relationships

Conflict occurs when people feel as if they arelacking in any one of these areas

What do you think these elements are?

Hint- think about what you deem as

important in a long-term relationship


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IN ORDER OF IMPORTANCE…

Love

Status

Service

InformationGoods

Money

Shared Time


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FURTHER EXPLANATION

Love- non-verbal expressions of positive regard,

warmth, or comfort

Status- verbal expressions of high or low prestige

or esteem

Service- labour of one for another

Information- advice, opinions, instructions, or

enlightenment

Goods- material itemsMoney- financial contributions

Shared time- time spent together


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NOTE:

THE ABOVE ELEMENTS ARE NOT

LIMITED TO ROMANTICRELATIONSHIPS


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DISCUSS

With a partner discuss some arguments you have

had in the past with a partner, roommate, friend,

co-worker, etc.

Make note of how many revolved around at least

one of the 7 resources


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INEVITABILITY OF CONFLICT

PRINCIPLE

Conflict becomes more likely (to a point

inevitable) when any relationship becomes closer

and more interdependent

Why?

Emotional ties become stronger

More consequences when making decisions

Goals may conflict

Interference of achieving goals


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8 CAUSES OF CONFLICT IN THE

WORKPLACE:

Art Bell and Brett Hart (2000) compiled research

and deemed these to be the eight main causes of

conflict in the workplace:

Conflicting resources

Conflicting styles

Conflicting perceptions

Conflicting goals

Conflicting pressuresConflicting roles

Different personal values

Unpredictable policies


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CAN THE 7 RESOURCES(INTIMATE

RELATIONSHIPS) BE SEENIN THE 8 CAUSES OF

WORKPLACE CONFLICT?


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ASSUMPTIONS ABOUT CONFLICT

Tendency to view conflict as a negative

experience caused by abnormally difficult

circumstances

Conflict always causes anger and destruction

Disputants tend to perceive limited options and

finite resources available in seeking solutions,

rather than multiple possibilities that may exist

'outside the box' or problem-solving

Humans are motivated to further their own self-

interest and conflict is the result of these needs

not being met


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Only the parties directly involved are impacted by

conflictConflict is most prevalent in crisis situations

The persistence of conflict in any relationship or

workplace is due to a lack of caring or stubbornness

Conflict is derived only from power strugglesConflict resolution occurs when one party is able to

convince the other party they are incorrect


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ASSUMPTIONS MADE PERSONAL

If I ignore it, it will go away

If there is conflict, I am a poor leader

Conflict doesn’t happen that often in my

workplace (denial)I will win if…I will lose if…

I always aware of when I am involved in a conflict


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SOMETHING TO PONDER…

Conflict is also caused, in large part, because of

assumptions that are made or held


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IS CONFLICT POSITIVEOR NEGATIVE?

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