2. Areas of discussionAreas of discussion
Outcomes of conflictOutcomes of conflict
Ways of dealing with conflictWays of dealing with conflict
Causes of conflictCauses of conflict
Practical!Practical!
3. Outcomes of ConflictOutcomes of Conflict
NegativeNegative
∀ ↓↓ ProductivityProductivity
• Relevant information notRelevant information not
sharedshared
• Unpleasant emotionalUnpleasant emotional
experiencesexperiences
• Environmental stressEnvironmental stress
• Excessive consumption of timeExcessive consumption of time
• Decision making processDecision making process
disrupteddisrupted
• Poor work relationshipsPoor work relationships
• Misallocation of resourcesMisallocation of resources
• Impaired organisationalImpaired organisational
commitmentscommitments
PositivePositive
Increased motivation andIncreased motivation and
creativitycreativity
HealthyHealthy
interactions/involvementinteractions/involvement
stimulatedstimulated
Number of identifiedNumber of identified
alternatives increasedalternatives increased
Increased understanding ofIncreased understanding of
othersothers
People forced to clarify ideasPeople forced to clarify ideas
more effectivelymore effectively
Feelings aired outFeelings aired out
Opportunity to changeOpportunity to change
bothersome thingsbothersome things
4. Ways of dealing with conflictWays of dealing with conflict
AvoidAvoid
AccommodateAccommodate
CompeteCompete
CollaborateCollaborate
CompromiseCompromise
5. When to AvoidWhen to Avoid
Issue is trivialIssue is trivial
No chance of getting what you wantNo chance of getting what you want
Potential damage of confrontationPotential damage of confrontation
outweighs benefits of resolutionoutweighs benefits of resolution
When one needs to cool down, reduceWhen one needs to cool down, reduce
tensions, and regain perspective andtensions, and regain perspective and
composurecomposure
When need to gather more informationWhen need to gather more information
When others can resolve the conflict moreWhen others can resolve the conflict more
effectivelyeffectively
When the issue seems symptomatic ofWhen the issue seems symptomatic of
another fundamental issueanother fundamental issue
6. Negative Consequences ofNegative Consequences of
AvoidingAvoiding
Decisions are made by defaultDecisions are made by default
Unresolved issuesUnresolved issues
Energy sapped by sitting on issuesEnergy sapped by sitting on issues
Self doubt created through lack of selfSelf doubt created through lack of self
esteemesteem
Creative input and improvementCreative input and improvement
preventedprevented
Lack of credibilityLack of credibility
7. When to AccommodateWhen to Accommodate
When one realises one is wrongWhen one realises one is wrong
When the issue is much more important toWhen the issue is much more important to
the other personthe other person
When “credits” need to be accumulated forWhen “credits” need to be accumulated for
issues that are much more importantissues that are much more important
When continued competition would onlyWhen continued competition would only
damage the causedamage the cause
Whn preserving harmony and avoidingWhn preserving harmony and avoiding
disruption are especially importantdisruption are especially important
When subordinates need to develop andWhen subordinates need to develop and
learn from their mistakeslearn from their mistakes
8. Negative Consequences ofNegative Consequences of
AccommodatingAccommodating
Decreased influence, respect orDecreased influence, respect or
recognition by too much deference (Seenrecognition by too much deference (Seen
as a “soft touch”)as a “soft touch”)
Laxity in disciplineLaxity in discipline
Frustration as own needs are not metFrustration as own needs are not met
Self-esteem underminedSelf-esteem undermined
Relinquished best solutionRelinquished best solution
9. When to CompeteWhen to Compete
When quick decisive action is requiredWhen quick decisive action is required
On important issues for which unpopularOn important issues for which unpopular
courses of action need implementingcourses of action need implementing
On issues vital toOn issues vital to
organisation/department welfareorganisation/department welfare
When protection is needed againstWhen protection is needed against
people who take advantage of non-people who take advantage of non-
competitive behaviourcompetitive behaviour
10. Negative Consequences ofNegative Consequences of
CompetingCompeting
Eventually being surrounded by “yes” peopleEventually being surrounded by “yes” people
Fear of admitting ignorance or uncertaintyFear of admitting ignorance or uncertainty
Distorted perceptionsDistorted perceptions
Reduced communicationReduced communication
Damage to the relationshipDamage to the relationship
No commitment from the other personNo commitment from the other person
Having to keep “selling” or policing the solutionHaving to keep “selling” or policing the solution
during implementationduring implementation
11. When to CollaborateWhen to Collaborate
When both sets of concerns are too important to beWhen both sets of concerns are too important to be
compromisedcompromised
When the objective is to test one’s own assumptions orWhen the objective is to test one’s own assumptions or
better understand the views of othersbetter understand the views of others
When there is a need to merge insights from peopleWhen there is a need to merge insights from people
with different perspectives on the problemwith different perspectives on the problem
When commitment can be increased by incorporatingWhen commitment can be increased by incorporating
other’s concerns into a consensus decisionother’s concerns into a consensus decision
When working through hard feelings that have beenWhen working through hard feelings that have been
interfering with an interpersonal relationshipinterfering with an interpersonal relationship
12. Negative Consequences ofNegative Consequences of
CollaboratingCollaborating
Too much time spent on an insignificantToo much time spent on an insignificant
issueissue
Ineffective decisions made from input ofIneffective decisions made from input of
people unfamiliar with the situationpeople unfamiliar with the situation
Unfounded assumptions about trustUnfounded assumptions about trust
13. When to CompromiseWhen to Compromise
When goals are moderately important but notWhen goals are moderately important but not
worth the effort of potential disruption ofworth the effort of potential disruption of
more assertive approachesmore assertive approaches
When two opponents with equal power areWhen two opponents with equal power are
strongly committed to mutually exclusive goalsstrongly committed to mutually exclusive goals
When temporary settlements are needed onWhen temporary settlements are needed on
complex issuescomplex issues
When expedient solutions are necessary underWhen expedient solutions are necessary under
time pressuretime pressure
If a back up approach is needed whenIf a back up approach is needed when
collaboration or competition failcollaboration or competition fail
14. Negative Consequences ofNegative Consequences of
CompromisingCompromising
No one fully satisfiedNo one fully satisfied
Short lived solutionShort lived solution
A cynical climate through perception of aA cynical climate through perception of a
sell outsell out
Losing sight of the larger issues,Losing sight of the larger issues,
principles, long term objectives, valuesprinciples, long term objectives, values
and the organisation’s welfare byand the organisation’s welfare by
focussing on practicalitiesfocussing on practicalities
15. Causes of ConflictCauses of Conflict
CommunicationCommunication
StructuralStructural
SystemicSystemic
16. CommunicationCommunication
MisunderstandingMisunderstanding
TalkingTalking
FeedbackFeedback
Timing can be difficult asTiming can be difficult as
is emotionally chargedis emotionally charged
Act on intuition reAct on intuition re
respond immediately orrespond immediately or
wait until laterwait until later
Ask questions- Gives youAsk questions- Gives you
more time to thinkmore time to think
Don’t apologise unlessDon’t apologise unless
there is something to bethere is something to be
apologised forapologised for
17. StructuralStructural
Decide on rules ofDecide on rules of
engagementengagement
Clarify roles andClarify roles and
responsibilitiesresponsibilities
Define expectationsDefine expectations
May be no structuresMay be no structures
or processes foror processes for
clarification, causingclarification, causing
conflict/frustrationconflict/frustration
Issues of power,Issues of power,
control and territorycontrol and territory
18. SystemicSystemic
Long running over timeLong running over time
Often result of longOften result of long
standing unresolvedstanding unresolved
communication orcommunication or
structural difficultiesstructural difficulties
Clash of values/beliefsClash of values/beliefs
““Games” are playedGames” are played
Logic does not alwaysLogic does not always
workwork
Solution may need to beSolution may need to be
very creative, “hard tovery creative, “hard to
put a finger on”put a finger on”
Need 3Need 3rdrd
partyparty
interventionintervention
Need to break up theNeed to break up the
conflict relationshipconflict relationship
Talking will not solve it!!Talking will not solve it!!
Never do anything onNever do anything on
your own, always haveyour own, always have
witnesseswitnesses
Will need support forWill need support for
yourself when dealingyourself when dealing
with this type of conflictwith this type of conflict
20. Feedback from role playFeedback from role play
How did you feel?How did you feel?
What worked well?What worked well?
What hindered conflict resolution?What hindered conflict resolution?
21. ReviewReview
What have you learnt ?What have you learnt ?
What do you intend to do differentlyWhat do you intend to do differently
tomorrow?tomorrow?