1. Effective Conflict Management in Leadership Siena heights University
Sara Teske
Siena heights University

2. INTRODUCTION Work Experience Corrections Officer – 2000-2008
Probation Officer – 2008-present

3. Conflict Management
CONFLICT MANAGEMENT
Conflict – defined by Shetach (2012), as “differences of opinions and/or contradiction of interests among two or more people, parties, or factors.”
Normal, positive, and productive.
Created from different points of view.
Different points of view are essential.
No one individual is capable of having a balanced perspective all the time, in all situations (Shetach, 2012).
Conflict Management is essential in effective leadership.

4. THOMAS – KILMANN’S CONFLICT MANAGEMENT INSTRUMENT
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5. CONFLICT MANAGEMENT
Effective leaders spend approximately 26% of their time on human resource issues and in that time, address 60% more conflicts than less successful leaders (Barbuto, Phipps, & Xu, 2010).
5 Conflict Management Styles (Barbuto, Phipps, and Xu, 2010)
Integrating
Dominating
Compromising
Avoiding
Obliging

6. INTEGRATING High concern for self and others
Goal is to reduce conflict through collaboration
Most Effective
Extroverted/Conscientious/Open-Minded/Agreeable

7. DOMINATING High concern for self, low concern for others
Is appropriate at times
Small effect

8. COMPROMISING Moderate concern for self and others
Mutual ground/Mutual Concessions
Slightly larger effect than dominating style

9. AVOIDING Low concern for self and others
No action, delays which prevents agreement
Ineffective/counter productive
Leads to ineffective leadership over time

10. OBLIGING
Low concern for self, high concern for others (Indirect Approach)
Resolves conflict by yielding/reducing their own aspirations/benefits
Gives in easily to others
Unproductive in resolving tasks
Facilitates interpersonal relationships

11. ENCOMPASSING CONFLICT MANAGEMENT EFFECTIVELY IN THE FUTURE
Define Clear Goals of the Group
Concentrate on Issues at Hand
Use suitable conflict coping skills
Handle situations as they come
Treat all group members consistently
Be Open-minded to others perspectives

12. REFERENCES
Barbuto, J., Phipps, K., and Xu, Y. (2010). Testing relationships between personality,
conflict styles, and effectiveness. International Journal of Conflict Management, 21
(4) pp Doi:
Shetach, A. (2012). Conflict leadership: Navigating toward effective and efficient team
outcomes. The Journal for Quality and Participation, 35 (2), pp Retrieved
from: