Cohesion and Conflict

COHESIONand

Reporter:

Ronald Allan S. Salazar

cc

Group Cohesion

Cohesion is the mutual attraction that holds

members of a group together2

•

•

•

•

•

• 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

16

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.

19

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.

21

Conflict Management Strategies

22

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?

23

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.

24

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

27

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!