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Published byPosy Craig Modified over 9 years ago
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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.
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Satisfying own needs Satisfying others’ needs Avoiding Collaborating Accommodate Compromising Competing
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Bargaining/Negotiation Third-Party Conflict Resolution
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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
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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
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Managerial Conflict Resolution Outside Conflict Resolution
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Roles: Inquisitor Judge Advisor Motivator Investigator Restructurer Problem solver Procedural marshal
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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
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