Conflict Management

2. Conflicts are experienced at home, work, social recreation and officiating a contest

4. Perspective in conflicts

6. Divergent personal values

7. Lack of cooperation/trust

8. Competition of scarce resources

9. Unclear roles/lack of job description

10. Communication failure

12. Absenteeism

13. Staff turnover

14. De-motivation

17. Avoidance – avoid or postpone conflict by ignoring it, changing the subject, etc. Avoidance can be useful as a temporary measure to buy time or as an expedient means of dealing with very minor, non-recurring conflicts. In more severe cases, conflict avoidance can involve severing a relationship or leaving a group.

18. Collaboration – work together to find a mutually beneficial solution. While the Thomas Kilman grid views collaboration as the only win-win solution to conflict, collaboration can also be time-intensive and inappropriate when there is not enough trust, respect or communication among participants for collaboration to occur.

19. Compromise – bring the problem into the open and have the third person present. The aim of conflict resolution is to reach agreement and most often this will mean compromise.

21. Accommodation (win-win situation)

22. Avoidance (lose-lose situation)

23. Compromise (lose-lose situation)

27. Allow your team to express openly

28. Sharing objectives

29. Having a clear and detailed job description

30. Distributing task fairly

31. Never criticize team members publicly

32. Always be fair and just with your team

34. FLEXIBILITY

35. WILLINGNESS TO CHANGE

37. Do not interrupt - let them finish

38. Good posture - maintain a non-threatening position

40. Do not try to handle the situation alone - use your partner(s)

42. If change is necessary - make the change

43. Support your partner(s) - you are a team

45. Use visual acknowledgment with coach or participants

46. Direct eye contact or use caution sign.

47. Use short verbal explanation

48. “I hear you, I will watch for that”

49. “I saw it differently than that”

51. Help your partner with positve information - let partner make the call

52. Defuse the situation - do not abuse it - get everyone calmed down if possible

53. Good eye contact

54. Proper posture

56. Explain to the opposing coach and captain(s) the situation and the change

58. Conflict fosters an awareness that problems exist.

59. Discussing conflicting views can lead to better solutions.

60. Conflict requires creativity to find the best outcomes.

61. Conflict raises awareness of what is important to individuals.

62. Managing conflicts appropriately helps build self-esteem.

63. Managing conflicts well is a sign of maturity.

64. Conflicts are challenging.

65. Conflicts are exciting.

66. Conflicts encourage people to grow.

68. Conflict can delay the work of process,

70. Dependence of workers on one another

71. Complexity of organizational relationship

72. Conflict is a healthy sign not a negative process

73. It reflects dynamics