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Conflict (Steps of Win-Win Problem Solving (Ask them what they want and…
Conflict
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Types of Conflict
Value Conflict. A difference in ideologies or values between relational partners is called value conflict.
Cognitive Conflict. Cognitive conflict is the difference in thought process, interpretation of events, and perceptions
Conflict of Interest. This type of conflict arises when people disagree about a plan of action or what to do in a given circumstance
Negotiation of Selves Conflict: This occurs when our identities and how we think the other person sees us conflict
Affective conflict. Affective conflict arises when we have incompatible feelings with another person
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Conflict Management
COMPROMISING: I lose, you lose (I win you win a little?)
COMPETING: I win, you lose
ACCOMMODATING: I lose, you win
COLLABORATING: I win, you win
AVOIDING/DENYING: I lose, you lose
Assertive Message
- Describe how their behavior makes you feel. While this is a consequence of the behavior it is important to state your feelings separate from the other consequences.
- Describe the consequences of their current and ongoing behavior. These consequences could be to you, to them and/or to others.
- Offer your interpretation of the other person’s behavior: Again this is like the perception check. State why you think they are engaged in the behavior. Go ahead and offer two interpretations if you want.
Describe your intentions. This is a statement of how you will respond if the behavior continues. This statement could be a request, It could be a statement of how you will behave in the future or, it could be a statement of where you stand on the issue
- Describe the observable behavior: Describe the behavior, being careful to not use evaluative language. This first step is just like the first step of a perception check.
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What is Conflict: Conflict is the expressed struggle between two or more interdependent parties who perceive incompatible goals, scarce rewards, limited resources and interference from the other party in achieving their goals (Hocker & Wilmot).