Conflict

 
Completed:
student of the MENM-21 group
Drozd Anna
Matviichuk Denys
Checked:
Natalia Batryn
 Conflict

 What Is Conflict?
 Emotion
 Conflict Styles
 What is conflict

Conflict is a struggle between at least two

parties who perceive they have
incompatible goals.
Emotion
 Emotions have the potential to play either a positive or
negative role in negotiation.
 Negative emotions can cause intense and even
irrational behavior, and can cause conflicts to escalate
and negotiations to break down.
 Positive emotions facilitate reaching an agreement and
help to maximize joint gains.
Conflict Styles

Kilmann Thomas
Conflict Styles
 Competing
 Accommodating
 Avoiding
 Compromising
 Collaborating 
Conflict Styles- Competing
 Quick, decisive action is vital-e.g., emergencies
 On important issues where unpopular courses of action
need implementing-e.g., cost cutting, enforcing
unpopular rules, discipline
 On issues vital to group welfare when you know you're
right
 To protect yourself against people who take advantage
of noncompetitive behavior.
Conflict Styles – Accomodating
 The issue is much more important to the other person
than to you, and as a goodwill gesture to help maintain a
cooperative relationship;
 To build up social credits for later issues which are
important to you;
 Continued competition would only damage your cause-
when you are outmatched and losing.
 Preserving harmony and avoiding disruption are
especially important. This is courting behavior.
 You realize that you are wrong-to allow a better position
to be heard, to learn from others, and to show that you
are reasonable.
Conflict Styles – Avoiding
 An issue is trivial, or when other more important issues
are pressing.
 You perceive no chance of satisfying your concerns-e.g.,
when you have low power or you are frustrated by
something which would be very difficult to change
 The potential damage of confronting a conflict outweighs
the benefits of its resolution.
 Gathering more information outweighs the advantages
of an immediate decision.
 To let people cool down-to reduce tensions to a
productive level and to regain perspective and
composure.
Conflict Styles – Compromising
 Goals are moderately important, but not worth the effort
or potential disruption of more assertive modes.
 Each side has equal power and both are strongly
committed to mutually exclusive goals-are in labor-
management bargaining.
 To achieve temporary settlements to complex issues.
 To arrive an expedient solution under time pressure.
 As a backup mode when collaboration or competition
fails to be successful.
Conflict Styles – Collaborating
 To find an integrative solution.
 Your objective is to learn-e.g., test your own
assumptions, understand the views of others.
 To merge insights from people with different
perspectives on a problem.
 To gain commitment by incorporating other's concerns
into a consensual decision.
 To work through hard feelings which have been
interfering with an interpersonal relationship.
Conflict Styles
Different Modes have Different Goals
 Competing: the goal is to win.
 Accommodating: the goal is to yield.
 Avoiding: the goal is to delay.
 Collaborating: the goal is to ensure parity of goals.
 Compromising: the goal is to find a middle ground.
Thank You!