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CONFLICT MANAGEMENT SKILLS - Coggle Diagram
CONFLICT MANAGEMENT SKILLS
Interpersonal conflict / conflict elements
an expressed struggle between at least two interdependent people who perceive incompatible goals, scarce resources, or interference from others and who are attempting to achieve specific goals
CONFLICT AS A PROCESS
Source: Prior Conditions - when you aware that there are differences between you and the other person; may stem from role expectations, perceptions,
goals, or resources
Beginning: Frustration Awareness - at least one of you becomes aware that the differences in the relationship are increasingly problematic. May engage in self-talk
Middle: Active Conflict - When you bring your frustration to the attention of others, a conflict becomes an active, expressed struggle
End: Resolution - When you begin to try to manage the conflict, it has progressed to the
resolution stage.
Aftermath: Follow-Up - After a conflict
has been resolved, the follow-up stage involves dealing with hurt feelings or managing simmering grudges, and checking with the other person to confirm that the conflict has not retreated into the frustration awareness stage
CONFLICT TRIGGERS
Criticism
Feeling Entitled
Perceived Lack of Fairness - If we believe we have not been treated fairly or equitably,
conflict is likely
More Perceived Costs Than Rewards - relationship occurs when one person feels that he or she is getting less out of the relationship
than the other person
Different Perspectives
Stress and Lack of Rest - When you are not at your physical best—when you’re tired,
stressed, or overworked
Stress and Lack of Rest - When you are not at your physical best
Dialectical Tension - stems from people’s need or desire for
two things at the same time
CONFLICT MYTHS
Myth 1:conflict is always a sign of a Poor
interpersonal relationship
Myth 2: conflict can always be avoided
Myth 3: conflict always Occurs because
of Misunderstandings
Myth 4: conflict can always be resolved
CONFLICT TYPES
Pseudoconflict: Misunderstandings - occurs when we simply miss the
meaning in a message.
Individuals misunderstand
each other
simple conflict: Different stands on the issues - stems from differences in ideas, definitions, perceptions, or goals
Individuals disagree over which action
to pursue to achieve their goals
ego conflict: conflict gets Personal - When you launch a personal attack, you
are “picking a fight.”
Individuals feel personally attacked.
CONFLICT AND POWER
Interpersonal power - the degree to which a person is able to influence or control
his or her relational partner.
POWER PRINCIPLES
Power Exists in All Relationships
Power Derives from the Ability to Meet a Person’s Needs.
Both People in a Relationship Have Some Power
Power Is Circumstantial
Power Is Negotiated
POWER SOURCES
Referent power comes from our attraction to another person, or the charisma a person possesses
Expert power is based on a person’s knowledge and experience.
Reward power is based on another person’s ability to satisfy your needs.
Coercive power involves the use of sanctions or punishment to influence others
POWER TO PERSUADE
When we have power, we may use it to manage conflict in order to achieve our goals and
meet our needs using compliance-gaining strategies
Compliance gaining involves taking actions in interpersonal relationships to gain something from our partners - to get others to comply with our goals.
POWER NEGOTIATION
Assess Needs - to negotiating a satisfactory balance of power is to identify
your needs and those of your partner
Identify Power-Based Conflicts - Examine your interpersonal conflicts for unresolved
power issues
Discuss Power Issues Directly - If you’re not talking about what the real, underlying issue may be during a conflict—the issue of power—the conflict is unlikely to be managed
permanently