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Kampfbereitschaft - Twain

In einem Kampf kommt es nicht auf die Größe des Hundes an, sondern auf die Kampfbereitschaft im Hunde.

Mark Twain

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.

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

Constructive Management of Conflict: Importance of Self-assuredness in Communication

An extremely important component of conflict management is an understanding and mastery of a set of communication skills. Good communication skills are not difficult to learn, but they may be difficult to put into practice. One of the important skills that needs to be a part of quality communication

Read more: Constructive Management of Conflict: Importance of Self-assuredness in Communication

Implementation and Control of Decisions

Few people in the world are god-gifted as they can perform miracles like pulling a rabbit out of a hat. Implementation and control of decisions are god-gifted abilities as well. Conflicts can be devastating for a person, organization or even a country and to have the ability of implementation and control of decisions really is an important aspect of one’s personality.

Read more: Implementation and Control of Decisions

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

Cooperative Leadership in Conflicts

It is said that where-ever human beings work conflicts always occur as that is human instinct. People have different kinds of emotions and feelings and different approach in seeing the things.

So when it comes to cooperative leadership in conflicts, it is a difficult art but a clever person can easily master it.

Read more: Cooperative Leadership in Conflicts

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