Week 5 Leadership

Conflict

felt struggle between two or more individuals over perceived differences in beliefs, values, or goals, or over difference in desires for esteem, control, and connecteness.

Task related conflict

refers to disagreements among team members about how to approach work tasks, including differing opinions on methods, priorities, and resource allocation

relational conflict

occurs when two or more individuals experience disagreement or tension due to differing goals, values, or expectations

Collaborating conflict management style

Highly value both goals and relationships. Conflicts are problems to be solved and seek a solution that achieves both their goals and the goal of the other person.

Avoiding conflict management style

value avoiding confrontation more than either goals or relationships

Competing conflict management style

value goals over relationships. would seek to achieve their goals even at the coast of the relationship involved.

Accommodating conflict management style

value relationships over their own goals. Often will sacrifice their goals in order to maintain relationships.

Compromising conflict management style

moderately concerned with both goals and relationships. Typically seek a compromise, will give their part of goals if the other person gives up part of their goals

Fisher and Ury’s Method of principled negotiation

separate the people from the problem. Strong emotions can become wrapped with the substantive issues in a negotiation and complicate it even further

Differentiation

Participants clarify their differences in their positions, defines the conflict, early stages of conflict, separates people from the problem

Fractionation

breaking down large conflicts into smaller more manageable pieces, early stages of conflict, gives focus to conflict, helps reduce emotional intensity, facilitates a better working relationship between participants

Face saving

communicative attempt to establish or maintain other person’s self image