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Sage nicht ja, wenn du nein sagen willst - Gandhi

Ein 'Nein' aus tiefster Überzeugung geäussert, ist besser und größer als ein 'Ja', welches lediglich zu Gefallen, oder schlimmer, des Friedens willens, geäussert wird.

Mahatma Gandhi

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.

A typical Conflict Episode

A typical conflict episode can be explained as a set of conflicts arising in carrying out a task given to an organization or a team. In an organization

Read more: A typical Conflict Episode

Konfliktgespräche konstruktiv lösen V - Kommunikationsebenen

Ebenen - Schulz von Thun - Interaktion

Ebenen der Kommunikation

In der Arbeitswelt wird die Zufriedenheit der Mitarbeiter in ihren zwischenmenschlichen Beziehungen als

Read more: Konfliktgespräche konstruktiv lösen V - Kommunikationsebenen

Competitive Behavior in Conflicts

Every personality is unique; hence ways of dealing with a situation differs from person to person. How a manager deals with conflict situation defines his conflict management style. There are many conflict management styles, some of which are:

•    Cooperative conflict management
•    Avoidance strategies
•    Competitive conflict management

Read more: Competitive Behavior in Conflicts

An Excercise to Inner Conflicts

One thing everybody has to deal with is conflict. Often interpersonal but even more frequently inner conflict and of course scheduling conflicts and needs conflicts - the list goes on and on. Conflicts may arrive at any time.

The conflicts are just markers that choices need to be made.maybe a choice between different options but often a choice about whether to continue a relationship or a planned action.

Read more: An Excercise to Inner Conflicts

Konfliktgespräche konstruktiv lösen III - Kommunikation und Wahrnehmung

Erwartungshorizont - Erfahrung - Interessen - Reize

People Skills

Kommunikation in Abhängigkeit von Wahrnehmung

Gesprächsteilnehmer nehmen grundsätzlich sowohl die Grundsituation

Read more: Konfliktgespräche konstruktiv lösen III - Kommunikation und Wahrnehmung

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