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Conflict Management, Conflict Interaction, Mindful Listening - Coggle…
Conflict Management
Differentiation
Initially personalizes the conflict. Usually is uncomfortable and tense. Sometimes evoking unpleasant emotions.
Is valuable to the conflict as it helps the parties become more knowledgable about the issues. points of view, and goals of the other.
Integration
Common ground is acknowledged, options are explored, move toward a solution for the parties.
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Psychodynamic Views
Aggressive Impulse
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Displacement
Directing your aggression toward someone or something that is more vulnerable or an acceptable target than the actual source of frustration.
This is something I have sadly done. I have gotten angry or short tempered with my kids for something minor because I was already frustrated and/or stressed from something bigger than them.
Anxiety
An internal state of tension that occurs in us when we feel that our drives or needs will not be met or satisfied.
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Stages of Conflict
1) Conflict is Latent
The parties involved hold different dispositions or attitudes that carry the potential for conflict.
An example that I thought of for a latent conflict is the tension between the Black Lives Matter and Blue Lives Matter. The tension/attitudes are there between the two parties so the potential for conflict was high.
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3) Open Conflict
Parties assess the capabilities and willingness to use things like; force, threats, rewards. Defense and attack might be engaged. This is where the parties confront the issues to try to reach a settlement.
Continuing the prior examples, both sides used force and threats to persuade the other side, which seemed to make things more contentious between the parties. The resolution or settlement came, I believe, when the officer involved with the incident was indicted in court.
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5) Disruption Stage
Parties realize that circumstance are there for another potential conflict and confrontation if a new triggering event takes place.
Conflict Styles
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A key to effective conflict interaction is being able to identify other people's conflict styles (or a way a person usually responds to conflict) and then being able to respond to them appropriately.
Styles can vary based on a party's culture as well. Some cultures prefer avoidance while others are more confrontational. But all cultures are not uniform either. There will be differences amongst members of the same culture. Leading researchers to believe that individual and situational factors can override the influence of a culture.
Research on gender conflict styles shows that styles don't differ all that much between genders. The biggest difference shown was the "expected" ways that each gender should react. These stereotypes put limitations on how genders should respond to conflict.
An example is that women are expected to be more nice and supportive. When they violate these expectations by acting competitively or assertively they are evaluated and judged more harshly by other men and women.
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Face-Saving
Face is how people want to be seen by who they encounter. It the traits, skills, and qualities they want to be seen by.
An example of face would be your stereotypical macho man at the gym. They want to be recognized by their strength and "hardness" when they very well could be a sensitive soul.
Another example that comes to mind is Harley Davidson enthusiasts. They often give off the vibe that they are hard core, when in fact their organization helps a lot of veterans and children.
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Ownership
When someone has ownership they acknowledge their part in the conflict and own the responsibility to resolve it.
I just recently had an ownership experience. One of the little kids I coach in Jiu Jitsu let myself and the other coach know that we forgot to give him a strip for completing the months homework. He did what he was supposed to do and turned it in to us but it got overlooked. We took ownership of our mistake and made sure to celebrate his accomplishment during the next class.
I'm connecting ownership to face-saving because another student made a good point on how if you take ownership for your part of the issue/conflict then you are also saving-face. You're doing so by taking responsibility and rectifying your part of the problem.
Conflict Interaction
Reciprocity
Compensation
When one party/person responds to the others behaviors with opposite behaviors of comparable functional value.
An example I thought of for this could be if someone's spouse gets angry at someone and initiates a conflict with them then the other spouse responds in a positive way towards that party to help deflect the situation.
When one party responds in a similar direction to the other party's behaviors with comparable functional value.
An example would be when someone opens the door for you we thank them and in turn open the door for someone else.
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Mindful Listening
Is a way of listening that doesn't involve judgment, criticism, or interruption. It is important to practice during integration because that is where the moves toward a solution are started.
When parties are disagreeing it is so important to listen to each side before finding a solution. This is how compromise is born. Conflict and communication require strong listening skills to be productive.