Conflict Management

1. Conflict Management Organization Behaviour Team JAKS - James Li, Andy Lin, Kelvin Chan, and Sunny Chan

2. Introduction • What is Conflict Management • The Interpersonal Conflict Management Styles • Example of each Conflict Management Styles

3. What is Conflict Management? • Using form of conflict to maximize benefits and minimize dysfunctional consequences. • Win-Win Orientation • Find mutual beneficial solution to disagreement • Win-Lose Orientation • Drawing from a fixed pie • More one party receives, the less the other party will receive

4. Examples of Interpersonal Conflict Management • Problem solving • Avoiding • Forcing • Yielding • Compromising

5. Forcing • One party will try to force his or her idealistic solution on to the other party.  • Opinions and interests of others are of little concern. • People that uses this style of conflict management are extremely assertive and have low cooperativeness

6. Forcing Example: • NHL players demanding for higher wages • High win-lose orientation; win = higher wages, lose = NHL commissioners have to pay more.

7. Problem Solving • Widely accepted and used way of resolving conflicts • Find mutual beneficial solution for both parties • Sharing similar interests for both parties is the key • Trust towards the other party

8. Problem Solving Example: • 2 groups have different ideas for a business idea. - groups come together and find the similarities in their ideas and combine it - win – win since both parties gets a bit of their wants

9. Avoiding • Manage conflicts by avoiding or ignoring conflict situations • Find alternatives to solve or accomplish tasks • Avoiders has tendency of having a low concern for both self and other party • Preferred when: Expected negotiation costs > Benefits of conflict resolution

10. Avoiding • Example: • Buying a 90% filled cup of drink • Not worth it to argue. • When cost outweigh benefits.

11. Compromising • Most balanced style of conflict management • Both parties come to a mutual agreement that maximize gains on both sides • Creates win-win conclusions • People that use this style has a steady balance between their assertiveness and cooperativeness

12. Compromising • Example: • Tutorial negotiation practice. • Juice and rind. • Different needs from both parties.

13. Yielding • Also known as accommodating • Secondary method of conflict management if problem solving method works • User of this method subsides and gives into what the opponents wants • People who uses this method tend to be very high in cooperativeness and have a very low assertiveness • Results in a lose-win situation • Effective when decisions need to be made immediately

14. Yielding • Example - Customer at KFC demands more fries after they eat some of it. Lose - The KFC employee gives the customer more fries Win – Customer gets more fries

15. Interpersonal Conflict Management Styles

16. -Any Questions? Thank you

17. Activity • Which type of conflict management style would someone likely use if they have high assertiveness and high cooperation use?

18. Activity • Which type of conflict management style would someone likely use if they have low assertiveness and low cooperation use?

19. Activity • Which type of conflict management style would someone likely use if they have an even level of both assertiveness and cooperation use?

20. Activity • When Germany signed the Treaty of Versailles, which conflict management was used by the Alliance?

21. Activity • Which type of conflict management style does Chen Shui-bian (Taiwanese President) prefer in his current situation?