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Conflict Management

Primer / Voraborientierung

Group conflicts:

A conflict refers to a serious disagreement or even hostilities between different groupings of people which can be between communities, between cities, provinces, races, nations, empires. These conflicts may end up being resolved or settled by dialogue or use of force. A group conflict may also refer to people or individuals in a given organization or place, ganging up against one another due to mis-interpreted social behavior. Group conflicts can also arise due to differences in norms, values, religion and race.

Group conflicts can therefore be classified as follows:

a.    Intergroup conflicts: this can be as a result of competition for valued material and resources, or result from some groups claiming more respect and esteem as compared to  others. This can lead to hostility between groups. During these conflicts there is always an enemy, adversary or counterpart who might need to be removed in order for the other winning group to be famous.

b.    Intragroup conflicts: is sometimes called infighting which is occasioned because of political supremacy between different groups in a country or region/tribe. Politicians will usually realign themselves according to party, race, and tribe, and fight so that they can always be at the top. The two groups will fight each other as though they are enemies.

c.    Small group conflicts: In these groups there exist both positive and negative conflicts. Constructively, conflicts may bring about problems and issues, but also alternative solutions. This will allow for the group to move on in terms of positive, beneficial development.

How to manage conflicts in groups:

A conflict will be started by an individual by inciting others and they follow him/her, therefore in tackling this there is need to listen to the one who started. Put down the views of the whole group and then devise a way on how to put to control the conflict. Decisions should be taken accordingly by persuading the groups/group to agree on a common ground.

Finding Solutions

Finding solutions is the bottom-line of conflict management and lay the foundation of conflict resolution. There may be several strategies in the pipeline may have different approaches based on the organizational purpose and mandate.

Read more: Finding Solutions

Self- Communication

Self communication is the language used or thought inner to the communicator. It can be helpful to envision intrapersonal communication happening in the mind of the person in a model which encloses a sender, receiver, and feedback circle.

Read more: Self- Communication

Information Deficit Conflicts

Lack of information and a smooth working relationship between the departments of an organization may lead to conflicts through information deficiency. These conflicts can be fatal to organizational tasks and must be checked in time in order to ensure smooth functioning of all parts of the organization. Conflicts through information deficiency can create a crisis like situation in an organization.

Read more: Information Deficit Conflicts

Skills for Constructive Conflict Resolution


Conflict resolution may require constructive conflict courses. These courses help in conflict resolution

Read more: Skills for Constructive Conflict Resolution

Interpreting Conflict Courses

Conflict resolution requires an answer to the million dollar question ‘How to interpret different conflict courses?’ These courses help in conflict resolution in a constructive way. Constructive conflict courses tell us that there are four basic conflict resolution skill sets, useful to both members in conflict and third parties. First are skills for establishing an efficient, open, trusting working association between the parties, and any involved third parties. Second are skills for creating a constructive problem-solving approach to the conflict.

Read more: Interpreting Conflict Courses

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