html5-img
1 / 7

Conflict Management MGMT 582

Conflict Management MGMT 582. Chapter 4 Conflict Styles and Strategic Conflict Interaction. Individual Styles. Most people have characteristic conflict handling styles These are preferences on how they handle conflict situations

shona
Télécharger la présentation

Conflict Management MGMT 582

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Conflict ManagementMGMT 582 Chapter 4 Conflict Styles and Strategic Conflict Interaction

  2. Individual Styles • Most people have characteristic conflict handling styles • These are preferences on how they handle conflict situations • These styles or preferences are formed over time based on experiences and personality • Humans are adaptive and can change styles or enact more than one style based on the situation

  3. Blake and Mouton (1964) The Five Conflict Styles The makeup of five Conflict Management Styles Competing style is high on assertiveness and low on cooperativeness Accommodating style is low on assertiveness and high on cooperativeness Avoiding style is low on assertiveness and low on cooperativeness Compromising style is high on assertiveness and low on cooperativeness Problem-Solving style is high on assertiveness and high on cooperativeness Competing, Compromising, and Accommodating get one or both parties only partially what they want One or both have to give up something important to them Only Problem-solving has the potential for both parties to address their full needs and better with creative solutions PS: Overuse of the competing style implies use of power (chapter 5) to solve conflict in favor of those holding power and at the cost of those with less power Competing Problem-Solving Hi Assertiveness Attempt to Satisfy own Concerns Compromising Lo Avoiding Accommodating Lo Hi Cooperativeness Attempt to Satisfy others Concerns

  4. Every Conflict Management Approach has a Function: Situational Considerations(a simplified version of grid from text)

  5. Conflict Strategy, Style, Tactic • Conflict strategy, style, and tactics are at different levels of action • Strategy refers to a party’s plan for a conflict • A strategy may call for select styles and tactics • Style refers to preferred behaviors in response to a conflict • Some styles are more conducive to some situations than others • Tactics are specific behavior a party engages in • A party may choose to differentiate using a competitive style to have other party display their cards • When in conflict party’s have a choice • They should choose their strategy, style, tactics consciously, based on the situation and some thought about the other party • One has to adapt strategy based on other party’s actions • Acting in default mode relying on habitual style is not conducive to most conflict situations and could be damaging

  6. Conflict, Strategy, and Outcomes

  7. Summary • There are five conflict management styles • Individuals tend to have a preferred style based on their makeup and life experiences • Every conflict management style is functional and should be applied depending on the situation • Individuals should learn to adapt in their conflict strategy, style, and tactics based on the situation and the goal at hand • A collaborative strategy is a win-win strategy for all parties

More Related