 When determining how to manage conflict, we tend to utilize different styles depending on the situation:  Avoidance—Non-confrontational: walking away from the situation  Accommodation—Non-confrontational: setting aside your needs for the needs of the other party  Competition—Win/lose: your loss is the other party’s gain; tactics include: forcing, low-balling, time constraints, deception, etc.  Compromise—Splitting the difference: (i.e. flipping a coin, cutting something in half)  Collaboration—Win/win: both parties mutually benefit, and creative alternatives are achieved.

Satisfying own needs Satisfying others’ needs Avoiding Collaborating Accommodate Compromising Competing

 Bargaining/Negotiation  Third-Party Conflict Resolution

 Negotiation: an interpersonal decision-making process necessary whenever we cannot achieve our objectives single-handedly  Ex. Buying a car; buying a house; things at work  Integrative Bargaining  Distributive Bargaining

Distributive  Claim Value (win-lose)  Positional/ Rights/ Power  Goal: Individual Gain  Single Issue  No future relationship Integrative  Create Value (win-win)  Principled / Interest  Goal: Mutual & Individual Gain  Multiple Issues  Long-term relationship

 Managerial Conflict Resolution  Outside Conflict Resolution

 Roles:  Inquisitor  Judge  Advisor  Motivator  Investigator  Restructurer  Problem solver  Procedural marshal

 Mediators—help parties facilitate the dispute but hold no decision power  Arbitrators—makes binding decisions based on the proposals and arguments of the parties involved in the conflict