Conflict & Power

CHAPTER 10 — CONFLICT & POWER (FULL + DEFINED + COMPLETE)

Conflict — What It Is

  • Definition of Conflict: Conflict is defined as a process that occurs when individuals perceive their goals as incompatible or feel that someone is hindering their ability to achieve their objectives.

  • Perception's Role: Conflict begins with perceptions, meaning how one interprets a situation holds more significance than the situation itself.

    • Perception Errors:

    • Self-Enhancing Errors: A cognitive bias where individuals view their own behavior too positively.

  • Nature of Conflict:

    • Involves clashes in goals, behaviors, values, or actions.

    • Considered a process as it unfolds over a series of events and is characterized as dynamic.

    • Dynamic Nature: It can change, escalate, or de-escalate in unpredictable ways.

    • Kitchen-Sinking: A phenomenon where unrelated past issues are raised during a current conflict, complicating resolution.

Common Misperception About Conflict

  • Having conflict does not indicate a failing relationship.

  • Relationships where members avoid conflict may harbor unresolved issues beneath the surface.

Power — What It Is

  • Definition of Power: Power refers to the ability to influence or control people and events.

  • Presence of Power in Relationships:

    • Balanced Power: Conducive to symmetrical relationships where there's equal influence.

    • Unbalanced Power: Leads to complementary relationships where one person holds more influence.

Power Currencies

  • Definition of Power Currency: A power currency, or resource that another person values, enhances individual power.

    • Types of Power Currencies:

    • Resource Currency: Material possessions or access to essential resources such as money, property, or food.

    • Expertise Currency: Specialized knowledge or skills others rely upon.

    • Social Network Currency: Connections with influential individuals such as friends and family.

    • Personal Currency: Desirable qualities like charisma, physical attractiveness, intelligence, humor, and confidence.

    • Intimacy Currency: A unique bond with someone, fostering influence due to the depth of the relationship.

Approaches to Handling Conflict (Styles)

  • Each conflict style is defined with its consequences:

    • Avoidance: Ignoring the conflict or refusing to discuss it.

    • Includes: Skirting (changing the topic) and sniping (making a negative comment and leaving).

    • Risks:

      • Cumulative Annoyance: Irritation that builds over time.

      • Pseudo-Conflict: The perception of conflict when no real conflict exists.

    • May lead to separation between individuals.

    • Accommodation: Giving up one’s goals to satisfy the other’s desires.

    • Typically occurs due to power imbalances or a high regard for the relationship.

    • Competition: High concern for self with a low concern for the partner’s goals, primarily focused on winning.

    • Consequences:

      • Defensive communication, which may lead to escalation of the conflict.

    • Reactivity: Involves no real attempt to pursue goals or resolve issues.

    • Characterized by emotionally explosive and negative communication, including yelling, crying, accusations, or abuse.

    • This style is considered destructive and non-strategic.

    • Collaboration: High concern for both parties' goals, regarded as the most constructive style.

    • Characteristics:

      • Focus on attacking the problem rather than the person.

      • Emphasis on shared interests and generating options before deciding.

      • Joint evaluation of solutions.

    • Associated with the highest levels of relational satisfaction.

Short-Term Conflict Outcomes

  • Possible Immediate Results Based on Conflict Handling:

    • Separation: One party withdraws following avoidance.

    • Domination (Win-Lose): One party’s objectives are met while the other’s are not, typically when one party possesses greater power.

    • Compromise: Both parties modify their goals to reach a middle ground.

    • Integrative Agreements (Win-Win): Creative solutions where both parties maintain their original objectives, relying on high trust and collaboration.

    • Structural Improvements: Alterations to the rules or expectations of the relationship to prevent future conflicts.

What Hinders Constructive Conflict Management?

  • Common barriers to effective conflict management include:

    • Self-Enhancing Biases: Perceiving oneself as a victim or as the “good guy.”

    • Attribution Errors: Misunderstanding others' motives, often attributing malicious intent (“They’re doing this on purpose”).

    • Destructive Messages: Using name-calling, threats, or expressing contempt during conflict.

    • Poor Emotional Regulation: Responding instead of reacting appropriately.

    • Power Struggles: Focusing on who wins rather than resolving the conflict itself.

    • Lack of Collaborative Mindset: Unwillingness to identify shared goals for resolution.

Conflict & Gender/Culture

  • Gender and cultural differences can affect power dynamics, conflict norms, and comfort levels with confrontation:

    • Women often socialized with an inclination toward accommodation; men typically message competition.

    • Cultural Influences:

    • Direct vs. indirect conflict styles.

    • Emotional expression comfort.

    • Authority perception and face-saving mechanisms.

    • Cultural Paradigms:

    • Individualistic Cultures: Favor direct conflict and self-expression.

    • Collectivistic Cultures: Prioritize harmony, indirect conflict methods, and group cohesion.

Class Discussion Examples

  • Specific scenarios illustrated for conceptual understanding include:

    • Conflicts between Dr. Jackie and her spouse highlight power balancing.

    • Disagreements with children exemplify complementary power dynamics.

    • Faculty disagreements illustrate symmetrical power dynamics.

KEY TAKEAWAYS FOR EXAM

  • Essential concepts include:

    • Conflict constitutes perceptions, incompatible goals, a process, and dynamic characteristics.

    • Kitchen-sinking refers to introducing unrelated topics during conflict.

    • Power is a constant element; differentiate between symmetrical and complementary power dynamics.

    • Five power currencies, five conflict styles, and their consequences.

    • Collaboration is linked to the highest relational satisfaction, while avoidance leads to separation, competition leads to escalation, and reactivity is destructive.

    • Integrative agreements yield win-win solutions, while structural improvement signifies long-term changes in relationship management.