Conflict Spiral & How to Manage Conflict
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Conflict Spiral
It is obvious that not all conflicts are similar in nature, shape and trend. Conflict spiral is called a fairly predictable developmental sequence of conflict events and perceptions.
Reference:
Conflict Spiral (Page 451, Baden Eunson)
It is obvious that not all conflicts are similar in nature, shape and trend. Conflict spiral is called a fairly predictable developmental sequence of conflict events and perceptions.
Reference:
Conflict Spiral (Page 451, Baden Eunson)
Managing Conflict.
Managing conflict is an attempt to impose some solution around an otherwise fluid situation. A conflict can change directions or intensity at any point, and is the supervisor must work to ensure that it does not become personal. A personal conflict arises where someone will disagree with any idea put forward by the other person, merely because it came from that person, so they work to undermine these ideas, even if they are good ones. The goal of trying to manage conflict is to establish a process that heads toward resolution without the various parties engaging in destructive activities Conflict is not the same as discomfort. The conflict is not the problem – poor management of the conflict is the problem. Conflict is a problem when it:
When to take which approach
It is important to select the correct approach when in conflict with someone else,
or to try and bring agreement between two conflicting groups or people.
Retrieved from: http://mdupandi.blogspot.com.au/2009/07/conflict-management.html
Assistance to resolve conflict When conflict is complex or the people involved seem unwilling to shift position, third parties may be engaged to help resolve the issue, through negotiation, mediation or arbitration.
Negotiation is a process where mandated representatives of groups in a conflict situation meet together in order to resolve their differences and to reach agreement. It is a deliberate process, conducted by representatives of groups, designed to reconcile differences and to reach agreements by consensus.
Managing conflict through mediation occurs when negotiations fail or get stuck. At this stage parties may call in an independent mediator. This person or group will try to facilitate settlement of the conflict. The mediator plays an active part in the process, advises both or all groups, acts as intermediary and suggests possible solutions.
Arbitration is another way of managing a conflict where an appointment of an independent person to act as an adjudicator (or judge) in a dispute, to decide on the terms of a settlement. Both parties in a conflict have to agree about who the arbitrator should be, and that the decision of the arbitrator will be binding on them all.
Managing conflict is an attempt to impose some solution around an otherwise fluid situation. A conflict can change directions or intensity at any point, and is the supervisor must work to ensure that it does not become personal. A personal conflict arises where someone will disagree with any idea put forward by the other person, merely because it came from that person, so they work to undermine these ideas, even if they are good ones. The goal of trying to manage conflict is to establish a process that heads toward resolution without the various parties engaging in destructive activities Conflict is not the same as discomfort. The conflict is not the problem – poor management of the conflict is the problem. Conflict is a problem when it:
- Hampers productivity;
- Lowers morale;
- Results in proposals being attacked or supported because of who proposed them rather because of their actual value; and/or
- Causes more and continued conflicts and cause ws inappropriate behaviours which adversly affect the achievement objectives
- Avoid
it. Pretend it is not there or ignore it. - Accommodate
it. Give in to others, sometimes to the extent that you compromise
yourself and give up on good ideas. - Competing.
Work to get your way, rather than clarifying and addressing the issue.
Competitors love accommodators. - Compromising.
Mutual give-and-take. - Collaborating.
Focus on working together.
When to take which approach
It is important to select the correct approach when in conflict with someone else,
or to try and bring agreement between two conflicting groups or people.
Retrieved from: http://mdupandi.blogspot.com.au/2009/07/conflict-management.html
Assistance to resolve conflict When conflict is complex or the people involved seem unwilling to shift position, third parties may be engaged to help resolve the issue, through negotiation, mediation or arbitration.
Negotiation is a process where mandated representatives of groups in a conflict situation meet together in order to resolve their differences and to reach agreement. It is a deliberate process, conducted by representatives of groups, designed to reconcile differences and to reach agreements by consensus.
Managing conflict through mediation occurs when negotiations fail or get stuck. At this stage parties may call in an independent mediator. This person or group will try to facilitate settlement of the conflict. The mediator plays an active part in the process, advises both or all groups, acts as intermediary and suggests possible solutions.
Arbitration is another way of managing a conflict where an appointment of an independent person to act as an adjudicator (or judge) in a dispute, to decide on the terms of a settlement. Both parties in a conflict have to agree about who the arbitrator should be, and that the decision of the arbitrator will be binding on them all.