Transcript
COHESIONand
Reporter:
Ronald Allan S. Salazar
cc
Group Cohesion
Cohesion is the mutual attraction that holds
members of a group together2
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• Belonging – Isolation
that means shared values, identity, feelings of commitment• Inclusion – Exclusion
concerns equal opportunities of access• Participation – Non-Involvement
• Recognition – Rejection
that addresses the issue of respecting and tolerating differences in a pluralistic society
• Legitimacy – Illegitimacy
with respect to institutions.
“Conflict is an expressed
struggle between at least two
interdependent parties who perceive incompatible goals, scare
resources, and interference from others in achieving their goals.”
Four Types of Conflict• Interpersonal conflict
• Intrapersonal conflict
• Intragroup conflict
• Intergroup conflict
refers to a conflict between two individuals
• occurs within an
individual. The
experience takes
place in the
person’s mind
• happens among individuals within a team. The
incompatibilities and misunderstandings among
these individuals lead to an intragroup conflict.
• takes place when a misunderstanding arises
among different teams within an organization.
• Soc ia l conf l ict is a strugg le over va lues or
c la ims to status , power , and scarce
resources
• The a ims of the conf l ict groups are not
on ly to ga in the des ired va lues , but a lso to
neutra l ize , i n jure , or e l im inate r iva ls .
• Socia l conf l ict encompasses a broad
range of socia l phenomena: c lass, racia l ,
rel ig ious, and communal conf l icts ; r iots ,
rebel l ions , revolut ions; str ikes and
civ i l d isorders; marches,
demonstrations, protest gatherings.
• help to establish unity or to re-establish unity and cohesion
• It forces the recognition of those problems and encourages
the development of new solutions to them.
• sets boundaries between groups by strengthening group
consciousness and awareness of separateness from other
groups
• "clears the air" and allows for the free behavioral
expression of hostile dispositions (safety valve theory)
• conflict with outside groups tends to increase internal
cohesion
• leads to the formation of coalitions and associations between
previously unrelated parties
• revitalizes existent norms and creates a new framework of
rules and norms for the contenders
• permitted the consolidation of scattered, weak societies into
large, powerful ones
Five Basic Conflict Styles
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Avoidance Conflict Style• Members are unable or unwilling
to accomplish their own goals or
contribute to achieving the
group’s goal.
• Avoidance fails to address the
problem and can increase group
tensions.17
AccommodationConflict Style
• Members give in to other
members at the expense of
their own goals.
• Members believe that giving in
helps even when the group
would benefit from more
analysis and discussion.18
CompetitionConflict Style
• Group members are more concerned with
their own goals than with meeting the
needs of the group.
• Competition may be characterized by
hostility, ridicule, and personal attacks.
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Compromise Conflict Style
• Members give up some goals
in order to achieve others.
• Members accept losses in
exchange for gaining
something else.
• Better options may be
missed if group only uses
this style.20
Collaboration Conflict Style
• Members search for new solutions that will achieve
both individual goals and the goals of the group.
• Effective collaboration requires a lot of time and energy
for discussions in which all members fully participate.
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Conflict Management Strategies
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The 4Rs Method for Analyzing a Conflict
• Reasons. What are the reasons for or causes of the conflict?
• Reactions. How are group members reacting to one another?
• Results. What are the consequences of the group’s current approach to the conflict?
• Resolution. What are the available methods for resolving the conflict?
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The A-E-I-O-U Methodof Conflict Resolution
• A – Assume other members mean well.
• E – Express your feelings.
• I – Identify what you want to happen.
• O – Outcomes you expect are made clear.
• U – A mutual Understanding is achieved.
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Methods for
Resolving Conflicts and Disputes
• A process of bargaining in order to settle differences or reach solutions.
• Principled negotiation:
– separates people from the problem.
– focuses on group interests, not positions.
– generates a variety of possible solutions.
– insists on objective criteria.26
Conflict Mediation
Employs the services of an impartial
third party who guides, coaches, and
encourages disputants through negotiation
to successful resolution and agreement
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is the submission of a disputed matter
to an impartial person (the arbitrator)
for decision.
• is the use of the courts and
civil justice system to resolve
legal controversies.
• can be used to compel
opposing party to participate
in the solution.
THANK YOU!
Thank You!
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