Conflict is a state of opposition, disagreement or incompatibility between two or more people or groups of people, which is sometimes characterized by physical violence. Military conflict between states may constitute war.
There are some types of conflict: intrapersonal, interpersonal, emotional, group, organizational, community, intra-state (for example: civil wars, election campaigns),international, environmental resources, intersocietal, intra-societal, ideological, diplomatic, economic, military, religious-based (for example: Center For Reduction of Religious-Based Conflict) conflicts.
Causes of Conflict:
Structural Factors (How the company is set up)
*Specialization (The experts in fields)
*Interdependance (A company as a whole can't operate w/o other departments)
*Common Resources (Sharing the same secretary)
*Goal Differences (One person wants production to rise and others want communication to rise)
*Authority Relationships (The boss and employees beneath him/her)
*Status Inconsistencies
*Jurisdicational Ambiguities (Who can discipline who)
Personal Factors:
*Skills and Abilities
*Conflict management style
*Personalities
*Perception
*Values and Ethics
*Emotions
*Communication barriers
*Cultural Differences
Conflict resolution or conflictology is the process of attempting to resolve a dispute or a conflict. Successful conflict resolution occurs by listening to and providing opportunities to meet each side’s needs, and adequately address their interests so that they are each satisfied with the outcome. Conflict resolution aims to end conflicts before they start or lead to verbal, physical or legal fighting.
Conflict management refers to the long-term management of intractable conflicts. It is the label for the variety of ways by which people handle grievances -- standing up for what they consider to be right and against what they consider to be wrong. Those ways include such diverse phenomena as gossip, ridicule, lynching, terrorism, warfare, feuding, genocide, law, mediation, and avoidance. Which forms of conflict management will be used in any given situation can be somewhat predicted and explained by the social structure -- or social geometry -- of the case.
Conflict management is not the same as "conflict resolution." The latter -- conflict resolution -- refers to resolving the dispute to the approval of one or both parties, whereas the former -- conflict management -- concerns an ongoing process that may never have a resolution. For example, gossip and feuds are very common methods of conflict management, but neither entails resolution.
And there are some good advices how to work out conflicts fairly and peacefully:
1.STOP before you lose control of your temper and make the conflict worse.
2.SAY what you feel is the problem. What is causing the disagreement? What do you want
3.LISTEN to the other person‘s ideas and feelings.
4.THINK of solutions that will satisfy both of you.
5.If you still can‘t agree, ask someone else to help you work it out.
References:
http://www.managementhelp.org
http://en.wikipedia.org/wiki/Conflict_management
http://www.etu.org.za/toolbox/docs/building/conflict.html
pictures from http://images.google.lt/images
There are some types of conflict: intrapersonal, interpersonal, emotional, group, organizational, community, intra-state (for example: civil wars, election campaigns),international, environmental resources, intersocietal, intra-societal, ideological, diplomatic, economic, military, religious-based (for example: Center For Reduction of Religious-Based Conflict) conflicts.
Causes of Conflict:
Structural Factors (How the company is set up)
*Specialization (The experts in fields)
*Interdependance (A company as a whole can't operate w/o other departments)
*Common Resources (Sharing the same secretary)
*Goal Differences (One person wants production to rise and others want communication to rise)
*Authority Relationships (The boss and employees beneath him/her)
*Status Inconsistencies
*Jurisdicational Ambiguities (Who can discipline who)
Personal Factors:
*Skills and Abilities
*Conflict management style
*Personalities
*Perception
*Values and Ethics
*Emotions
*Communication barriers
*Cultural Differences
Conflict resolution or conflictology is the process of attempting to resolve a dispute or a conflict. Successful conflict resolution occurs by listening to and providing opportunities to meet each side’s needs, and adequately address their interests so that they are each satisfied with the outcome. Conflict resolution aims to end conflicts before they start or lead to verbal, physical or legal fighting.
Conflict management refers to the long-term management of intractable conflicts. It is the label for the variety of ways by which people handle grievances -- standing up for what they consider to be right and against what they consider to be wrong. Those ways include such diverse phenomena as gossip, ridicule, lynching, terrorism, warfare, feuding, genocide, law, mediation, and avoidance. Which forms of conflict management will be used in any given situation can be somewhat predicted and explained by the social structure -- or social geometry -- of the case.
Conflict management is not the same as "conflict resolution." The latter -- conflict resolution -- refers to resolving the dispute to the approval of one or both parties, whereas the former -- conflict management -- concerns an ongoing process that may never have a resolution. For example, gossip and feuds are very common methods of conflict management, but neither entails resolution.
And there are some good advices how to work out conflicts fairly and peacefully:
1.STOP before you lose control of your temper and make the conflict worse.
2.SAY what you feel is the problem. What is causing the disagreement? What do you want
3.LISTEN to the other person‘s ideas and feelings.
4.THINK of solutions that will satisfy both of you.
5.If you still can‘t agree, ask someone else to help you work it out.
References:
http://www.managementhelp.org
http://en.wikipedia.org/wiki/Conflict_management
http://www.etu.org.za/toolbox/docs/building/conflict.html
pictures from http://images.google.lt/images
No comments:
Post a Comment