Managing Interpersonal Conflict

MANAGING INTERPERSONAL

CONFLICT

By

Maria Masood

IQRA UNIVERSITY

CONFLICT• A state of disagreement or argument between

people, groups, countries etc

• “Perception of Incompatible Aspirations” PIA=C

COMMON FEELINGS ASSOCIATED WITH

CONFLICT

SIGNS OF CONFLICT

INTERPERSONAL RELATIONSHIPS

between two or more people

SOCIAL ASSOCIATIONS

CONNECTIONS

AFFILIATIONS

INTERPERSONAL CONFLICTS

Disagreements or differences between two or more interacting individuals

ROOTS OF INTERPERSONAL CONFLICTS

Differences between people

• Understanding• Values• Style• Opinions• Interests

RESPONSES TO CONFLICT

SOFT

• Withdrawing. • Ignoring.• Denying.• Giving in.

HARD

• Threatening.• Pushing.• Hitting.• Yelling

OUTCOMES

NEGATIVE EFFECTS

• Decreased performance• Dissatisfaction• Aggression• Anxiety• Wasted time• Wasted energy• Reduced efficiency

Positive Effects

• Identifies issues of importance to others

• Resolution of underlying problems

Conflict promotes change

(internal and external)

Provides for ways to

facilitate the

reconciliation of

legitimate

but opposed interests

Conflict is the growing edge

of relationships

GOOD NEWS ABOUT CONFLICT

BAD NEWS ABOUT CONFLICTIf mismanaged,

conflict is fully capable

of

destroying relationships,

and wreak havoc

in

our personal life,

groups,

the larger society

and the entire World

HOW TO MANAGE INTERPERSONAL CONFLICTS?

Conflict Management TRICKS

• Compromise

• Compete

• Collaborate

• Avoid

• Accommodate

COMPROMISE

• An agreement between two people that is achieved by both people accepting less than they wanted at first

COMPETE

• To overpower opponents by forcing them to accept their solutions

•Believe in winning and losing

COLLABORATE• Collaborating is problem solving by addressing

the needs and issues of each party to arrive at a solution that is mutually satisfying.

AVOIDANCE

• Form of conflict management in which people physically or psychologically remove themselves from the conflict.

ACCOMMODATE

• Accommodating is giving in to the others needs while ignoring your own.

TEMPERORY MANAGEMENT MODES

• Avoidance Fails to Resolve• Accommodate

PERMANENT MANAGEMENT MODES

• Compromise Provides Resolution• Compete• Collaborate

CONFLICT RESOLUTION

• Conflict resolution involves

identifying areas of agreement

and areas of compromise

so that a solution to the

disagreement or

conflict occurs.

COMMUNICATION PRINCIPLES FOR RESOLVING CONFLICT

• Listening.

• Understanding.

• RESPONDING

• Respecting.

• Resolving.

NEGOTIATION STRATEGY

• Process of making joint decisions when the parties involved have different preferences

PROBLEM SOLVING

• Set the stage.• Gather perspectives.• Identify the interests.• Create options.• Evaluate options.• Generate agreement

or a deal

PRINCIPLES OF CONFLICT RESOLUTION

• Separate people from the problem.• Focus on interests, not positions.• Invent options for mutual gain.• Use objective criteria.

CONCLUSION

• Interpersonal conflicts must be resolved in order to avoid it’s potential for destruction and turn it into an agent of change and growth