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Elizabeth Kenny

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.

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

Active Listening in Communication

Communication involves listening in to all the parties in an active or passive way. Listening to what another party is saying is an obvious way to learn more about their positions,

Read more: Active Listening in Communication

Critical Formation of Opinion

Critical formation of opinion is that which takes clearly into account the configuration of the social network in which individuals are rooted. This is the case that arises in situations as varied as the acceptance of new technologies and political views.

Read more: Critical Formation of Opinion

Conflict Behavior

Conflict Behavior
Recognizing behavior which is specific to conflict situations needs some vigorous skills of conflict management. One must be ready for hard bargaining, as well as a range of negotiating tactics as one may be dealing with parties involved in a bloody conflict with long-standing roots. It should not surprise anyone that they do not trust each other.

Read more: Conflict Behavior

Social Network Analysis and measuring Workplace Relationships

Social network analysis is increasingly used to measure the degree of connectedness and collaboration of employee relationships the workplace. Social network analysis reviews the diversity and dispersal of connection among employees in a business.

Read more: Social Network Analysis and measuring Workplace Relationships

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