Chapter 13: interpersonal/ group/ workplace conflict

CONFLICT
Interpersonal conflict occurs when one person has or does an impact on the other person.
• Online conflict: through email/ online massage like spamming or sending junk mails can cause conflict.

• Verbal conflict: in workplace and formal group conflicts cause by disagreement in the workplace group by a specific issue

PRINCIPLE OF CONFLICT

Conflict can center on content and relationship issue
• Content conflict centers on object/ events that may be caused by commons issue that we face daily.

• Relationship conflict: conflict that are not concerned with external object and it is due to the relationship between individuals ( issue like who is in charge) 

CONFLICT MAY BE NEGATIVE IR POSITIVE
• NEGATIVE ASPECTS: conflict may lead to increase in negative regard of the opponent. It is often focus on hurting the other people and may lead  to closing yourself from the opponent.

• POSITIVE Aspects: may increase relationship positively if both you and your opponent se productive conflict strategies. This may bring less resentment to yourself and increase personal needs being known.

CONFLICT TAKES PLACE IN CONTEXT
• Physical: different place may influence the way the conflict goes 

• Temporal: conflict will rise again if remain unsolved

• Sociopsychological: conflict may defer by relation the persons has with the opponent.

CONFLICT STYLES HAVE CONSEQUENCES: 
1. Competing style: I win you lose_ involves great concern for yourself and less for others.

2. Avoiding style: I lose you lose_ unconcern of their own or their opponent needs and desire.

3. Accommodating: I lose you win_ sacrifice your own need for opponents needs. the goal is to maintain peace and harmony.

4. Collaborating: I win, you win_ concern with your own and others needs. Help maintain peace and also satisfy the opponent needs and desire.

5. Compromising: I win I lose, you win you lose also known as the give and take strategy where there is some not all concern for your own need and others needs.


STAGES OF CONFLICT MANAGEMENT

1. DEFINE THE CONFLICT
2. ESTABLISH CRITERIA
3. IDENTIFY THE POSSIBLE SOLUTION
4. EVALUATE SOLUTION 
5. SELECT THE BEST SOLUTION
6. TEST AND EXECUTE SOLUTION

CONFLICT MANAGEMENT STRATEGIES

i. WIN-LOSE AND WIN-WIN STRATEGIES: has a choice in choosing between winning or losing. The person may look for solution where either oe side win or solution where both side wins.

ii. Avoidance and active fighting: A NONPRODUCTIVE STRATEGY. May cause actual physical fighting. Avoidance may be cause by demands that is not accepted.

iii. FORCE AND TALK: force may be emotional or physical where a person prefer not to dealt with the issue and rather force their position on the other person.

iv. Blame and empathy: blaming method is unproductive but it is often used in fighting strategies. Empathy is a alternative to blame where one person tries to feel what the other person feel.

v. Gunny sacking and present focus: a large bag made up of burlap. It is an unproductive conflict strategies and it is the practice of storing up grievances to unload them another time. The gunny may bring up past conflict rather than now problem.

vi. Manipulating and Spontaneity: avoidance of open conflict. The manipulative individual tries to divert conflict by putting the other individual into a receptive frame of mind and then proceeds to present his/ her demands to the weakened opponent