Conflict Management Presentation: Reviewing a Clip From The

Office

Group members:
 Conflict Management Strategies

• Conflict and context of conflict:

conflict is a term used to express the difference in opinion or perception or interest or
in action.
Context:
Every individual is brought up with a set of ideas, words, values, customs which have a
great impact on how they take a certain situation or action in their daily life and how
they response towards it. The difference in the understanding and interest of every
individual is the main reason behind conflict.
Language of conflict:
Every individual has own way to express his disappointment and a way to handle the
conflicting situation.
 Conflict management strategies:
• Strategies 1:

• Conflict as war

• Conflict as opportunity

• Conflict as journey
 Conflict management strategies:
Opportunities and journeys | changing the context:
• Conversation is very important to discover the human side of the
other party.
• Understanding the underlying cause of conflict.
• See yourself; alter your view towards the conflict, thus you will be
able to understand the other party and the conflicting situation
clearly. Listen to other people and look at yourself from a third
party perspective
• When we fail to see the opportunities in a conflicting situation,
we term the other party as evil. This is where the aggression
comes from and we engage in a war.
 The Language of Conflict
• The words both Michael and Stanley chose were
very aggressive.
• Michael – “You are fired like a heart attack”
n.b – Stanley did have a heart attack before the
incident.
• Stanley – “Do you think I’m going to let you do
this to me?”
He showed huge aggression while talking to
Michael.
 Conflict as War
• When Michael “fake-fired” Stanley, he created
a war like situation, and Stanley fought back
aggressively saying “Do you think I’m Going to
let you do this to me? I have watched you
***** this office for 10 years and I’m gonna
file a law-suit”. So the fake-firing situation
created a battlefield between Michael and
Stanley.
 Conflict management strategies:
• Conflict as Opportunity:
## From assuming that the other party is an evil
to assume that they are our allies and can be a
part of resolving the problem.
## Such, we can shape the outcome of the
situation as well as the experience of ours.
(especially in an internal situation where both the parties work for the same/similar goal)

# now, we both have one common challenge to deal with. Do you have a plan how to do that !
# do you have a suggestion on what I just said ! ------ well that is a good point.
 Conflict as Journey
• At the beginning of the conflict, Stanley hated
Michael as his boss. Through the conflict, that
hatred came out which lead to Michael
learning how Stanley felt about him and the
fact that it is not going to change. And finally
they arrived at a situation where they can
peacefully co-exist.
 Responses to Conflict: Avoidance
• At the beginning Michael tried to avoid the
conflict altogether. The reason behind this is-
– Michael had no authority over Stanley. Stanley has
always been doing his crossword puzzles in the
meetings that Michael called.
– Probably, Michael thought that engaging in
conflict would not change Stanley’s behavior.
 Responses to Conflict: Aggression
• When HRM representative Toby pointed out
to Michael that Stanley was openly
insubordinate, Michael decided to engage in
the conflict.
• Michael decided to “fake-fire” Stanley in front
of everyone to teach him a lesson. However,
that aggressive move to humiliate Stanley
openly and activate his fear of losing job.
 Responses to Conflict: Aggression
• Michael decided to be aggressive because-
– He wanted to enforce discipline in office.
– Also, he thought he was right to discipline Stanley
as what Stanley did in the conference room was
wrong.
Responses to Conflict: Compromise
• Michael had to move towards compromise
because aggression did not work, rather it
worsened the situation.
• Michael accepted the fact that Stanley is never
going to respect him from his heart.
• Stanley accepted not to disrespect him and
help him to maintain the chain of command.
 Listen Actively & Empathetically
• Setting the Stage for Listening:
Michael asked everyone to leave accept Stanley to
create the environment to talk to Stanley privately
and truly listen to him.

• Listening actively and Empathetically:

Michael and Stanley truly listened to each other
when they got to be alone in the office, and instead
of hurting each other tried to empathize.
 Listen Actively & Empathetically
• Michael cried a little saying “why you keep
picking on me?” This changed Stanley’s mood
from being aggressive to expressing his views.
Stanley expressed how he feels about Michael
and his decisions. Finally Michael came to
realization that how Stanley feels and why he
acted like that in the first place. Only then
they could come to a solution.
Thank You