Lecture 13 (mandy) - Conflict

Sources of Conflict

  • Consider the following aspects:

  • What are the sources of conflict?

  • How does it make people feel?

  • Were the issues resolved satisfactorily?

What is Conflict?

  • Definition:

    • Conflict is a disagreement or difference of opinion that can occur between individuals or groups.

  • Sources of Conflict:

    • Conflict can arise from:

    • Different perspectives

    • Unmet needs

    • Communication breakdowns

    • Power imbalances

    • It may manifest physically (fight), verbally (argument), or through strong feelings about others' beliefs.

Biological Responses to Conflict

  • Fight or Flight Response:

    • Why do we experience this response?

    • Historically, humans needed to survive threats (like attacks from predators) which has conditioned our biological responses.

    • In modern contexts, threats might include workplace conflicts.

    • Physiological Triggers:

    • This response involves the brain's amygdala reacting to perceived threats.

    • Hypothalamic Activation:

      • Activates the sympathetic nervous system and releases adrenaline.

    • Cortisol Release:

      • The adrenal cortex releases cortisol for sustained alertness.

Physical Reactions to Stress

  • Dilation of pupils

  • Dry mouth

  • Fast breathing

  • Heart pounding

  • Tensed muscles

  • Slowed digestion

  • Sweating of palms

The Effects of Stress on Health

  • Chronic Stress Impacts:

    • Prolonged activation of the fight or flight response can lead to severe health risks, such as:

    • Headaches

    • High blood pressure

    • Weakened immune system

    • Heart diseases

    • Depression and anxiety

    • Sleep disorders (insomnia)

    • Stress manifests through physiological symptoms:

    • Rapid heartbeat

    • Stomachaches

    • Fertility issues

Personal Responses to Conflict

  • Common Responses:

    • Fight: confrontational

    • Flight: avoidance

    • Freeze: inaction

    • Face: addressing the problem in a rational manner

Emotional Responses to Conflict

  • Feelings that may arise during conflicts:

    • Annoyance

    • Panic

    • Stress

    • Anticipation

    • Frustration

Understanding Behavioral Types in Conflict

  • Surrounded by Idiots by Thomas Erikson categorizes human behaviors into four color-coded profiles:

    • Red: Bold leaders; ambitious.

    • Yellow: Social and optimistic; creative.

    • Green: Friendly and loyal; selfless.

    • Blue: Analytical and detail-oriented.

Conflict Dynamics and Challenges

  • Challenging Combinations:

    • Opposite colors tend to clash, e.g., Reds and Greens with contrasting approaches to conflict.

    • Effective communication (listening) is suggested for bridging differences.

Managing Conflict Positively

  • Potential Positive Outcomes:

    • When managed appropriately, conflict can foster:

    • Team-building skills

    • Critical thinking

    • Innovative ideas

    • Alternative resolutions

  • Conflict Resolution Process:

    • Recognizing two differing parties and collaborating on a solution can enhance outcomes.

    • Important to approach issues calmly instead of avoiding or resorting to conflict.

Conflict Recap

  • Key messages:

    • Learn the importance of understanding differing perspectives and the role of negotiation styles in conflict resolution.

Negotiation Approaches

  • Collaboration vs. Compromise:

    • Collaboration: Work together towards a common goal (win-win).

    • Compromise: Find a middle ground (both give some things up).

Negotiation Outcomes Models

  • Types of Negotiation Outcomes:

    • Accommodating: I lose, you win

    • Avoiding: I lose, you lose

    • Competing: I win, you lose

    • Compromising: both win, both lose

    • Collaborating: I win, you win

Assertiveness and Cooperativeness

  • Definitions:

    • Assertiveness: Confidently state what one believes.

    • Cooperativeness: Willingness to assist or support others.

Reflection on Outcomes

  • After negotiation, discuss feelings about the outcomes collectively and individually.

    • Determine personal negotiation styles and areas for improvement.

Managing Conflict at Work

  • Common Types of Workplace Conflict:

    • Interpersonal Conflict: Between individuals.

    • Intra-Group Conflict: Within a team or department.

    • Inter-Group Conflict: Between different groups.

    • Intra-organizational Conflict: Across the whole organization.

Sources of Workplace Conflict

  • Potential Causes:

    • Unclarified roles

    • Personality differences

    • Poor communication

    • Competing job duties

    • Unmet needs

    • Inequities in resource distribution

Signs of Conflict at Work

  • Indicators include:

    • Absenteeism and decreased productivity

    • Increased direct complaints

    • Behavioral changes

    • High turnover rates

    • Silence in meetings

Disruptive Impact of Workplace Conflict

  • Consequences Include:

    • Personal insult attacks (27%)

    • Increased sickness and absenteeism (25%)

    • High turnover rates (18%)

    • Project failures (9%)

Strategies for Managing Conflict

  • Best Practices:

    • Know your emotional triggers.

    • Address issues privately.

    • Allow others to express themselves.

    • Identify disagreements collaboratively.

Individual Conflict Types

  • Minor Issues: Simple disagreements

  • Ongoing Problems: Persisting conflicts characterized by rivalry or ongoing resentment.

  • Formal Grievances: Established procedures for addressing disputes.

Resources and Support

  • Introduce Acas and their role in conflict resolution and workplace rights.

    • Provides arbitration and mediation services for various disputes.

Conclusion and Further Reading

  • Key References:

    • Eisenhardt, K. M., Kahwajy, J. L., & Bourgeois, L. J. (1997)

  • Opportunities for further learning in managing team dynamics and conflict resolutions.