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  • What Is Conflict

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    Melisa Carrillo Cuervo
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    The document defines conflict as a struggle between two or more parties over perceived or actual differences or limited resources. There are six main components of conflict: awareness/beliefs, attitudes/perceptions, motivations/drivers, emotions, behaviors/actions, and goals/outcomes. Conflict involves parties using various approaches to try to satisfy their interests and needs, and parties in conflict generally feel strongly about the people, issues, and desired outcomes involved. The document then lists potential strategies for responding to the causes of conflict, which include discussing relationships and past history, sharing information and ensuring its objectivity, exploring shared values or developing superordinate values, negotiating resources/roles/power structures, and clarifying each party's underlying interests.

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    WHAT IS CONFLICT

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    The document defines conflict as a struggle between two or more parties over perceived or actual differences or limited resources. There are six main components of conflict: awareness/beliefs, attitudes/perceptions, motivations/drivers, emotions, behaviors/actions, and goals/outcomes. Conflict involves parties using various approaches to try to satisfy their interests and needs, and parties in conflict generally feel strongly about the people, issues, and desired outcomes involved. The document then lists potential strategies for responding to the causes of conflict, which include discussing relationships and past history, sharing information and ensuring its objectivity, exploring shared values or developing superordinate values, negotiating resources/roles/power structures, and clarifying each party's underlying interests.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    16 views1 page

    What Is Conflict

    Uploaded by

    Melisa Carrillo Cuervo
    The document defines conflict as a struggle between two or more parties over perceived or actual differences or limited resources. There are six main components of conflict: awareness/beliefs, attitudes/perceptions, motivations/drivers, emotions, behaviors/actions, and goals/outcomes. Conflict involves parties using various approaches to try to satisfy their interests and needs, and parties in conflict generally feel strongly about the people, issues, and desired outcomes involved. The document then lists potential strategies for responding to the causes of conflict, which include discussing relationships and past history, sharing information and ensuring its objectivity, exploring shared values or developing superordinate values, negotiating resources/roles/power structures, and clarifying each party's underlying interests.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    of 1

    What is conflict?

    The conflict is a competition or struggle between


    two or more people initiated to settle perceived or
    Components of a Conflict: actual significant differences or views, or allocate
    resources that are perceived to be limited.
    1. Awareness or beliefs
    2. Attitudes and perceptions It involves the use of a variety of approaches,
    3. Motivations or drivers procedures and strategies by opposing parties to
    4. Emotions
    compel or encourage each other to meet and
    5. Behaviors and actions
    6. Goals, outcomes or changes satisfy their interests and needs. Parties in conflict
    generally have strong feelings about the people,
    issues and desirable outcomes; and often engage

    Circle of conflict

    POTENTIAL STRATEGIES TO RESPOND TO


    CAUSES OF CONFLICT
    RELATIONSHI DATA
    PS ( Discuss and reach agreement on what information is relevant or
    important for deliberations and decision making
    ( Have each party share perceptions ( Negotiate a process for how data will be be collected
    about what happened in the past to ( Discuss and reach agreement on how data will be interpreted
    move toward a mutual Understanding
    ( Identify and ask for information from a credible and unbiased
    of history
    ( Conduct mutual education or sharing third party (not a mediator)
    of views develop understanding of ( Discuss and agree upon how data will be collected for future

    VALUES ESTRUCTURE INTERES


    ( Look for common values that may
    supersede value differences
    ( Negotiate allocation of resources in
    another manner
    T
    ( Search for or develop super ordinate ( Jointly work to expand amount of ( Decode and separate
    or overarching values that all share resources interests from positions,
    ( Agree on each ( Trade resources that are valued preferred solutions,
    ( Trade party's "sphere of influence" differently by each of the parties advocated by each party
    where each one's values has primacy ( Negotiate a change in role ( Clarify the interests of
    items that each party values responsibilities each party and why they
    differently ( Negotiate redistribution of power and are important for them
    ( Build stronger relationships that may
    authority (
    ( Negotiate new laws, rules, regulations or ( Strive to satisfy
    procedures that lower structral conflict relationship interests,
    ( Agree on each party's "sphere of then focus on finding

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