conflict is when two or more values, perspectives and opinions are contradictory in nature and...
TRANSCRIPT
Conflict is when two or more values, perspectives and
opinions are contradictory in nature and haven't been
aligned or agreed about yet
Conflicts includes:
1. Within yourself when you're not living according to your values;2. When your values and perspectives are threatened; or3. Discomfort from fear of the unknown or from lack of fulfillment
Conflict, whether between individuals, groups, or nations, is a complex
process with consequences that endure beyond the initiating events
Conflict is inevitable and often healthy and constructive in
reasonable doses(Functional)
Good teams always go through a "form, storm,
norm and perform" periodGetting the most out of diversity means often contradictory values,
perspectives and opinions
Conflict is a great generator of energy and
can be particularly effective in bringing out
new information, sharpening, analysis, and
stimulating innovation and creativity
Conflict advantages… it:
1. Helps to raise and address problems.2. Energizes work to be on the most appropriate issues.3. Helps people "be real", for example, it motivates them to participate. 4. Helps people learn how to recognize and benefit from their differences
Conflict can also be a problem
(Dysfunctional)
BUT
A number of surveys indicate that people in all
occupations report the most uncomfortable, stress-
producing parts of their jobs are the interpersonal
conflicts that they experience on a daily basis
between themselves and co-workers or supervisors
A number of surveys indicate that people in all
occupations report the most uncomfortable, stress-
producing parts of their jobs are the interpersonal
conflicts that they experience on a daily basis
between themselves and co-workers or supervisors
Conflict is a problem when it:
1. Hampers productivity.2. Lowers morale.3. Causes more and continued conflicts.4. Causes inappropriate behaviors.
The nature of conflict
Even when the conflict is initially rationally , a “difference in cognitive belief," it is difficult
to prevent emotional issues from coloring and eventually dominating the controversy
"does not exist in the absence of emotion"
COMMON SOURCES OF CONFLICT
1- Incompatible goals or commitments2- Disagreement over achieving goals3- Emotional focusing4- Competition for scarce resources
Types of Managerial Actions that Cause Workplace Conflicts
1. Poor communicationsa. Employees experience continuing surprises, they aren't informed of new decisions, programs, etc. b. Employees don't understand reasons for decisions, they aren't involved in decision-making.c. As a result, employees trust the "rumor mill" more than management.
2. The alignment or the amount of resources is insufficient. There is:
a. Disagreement about "who does what".b. Stress from working with inadequate resources.
3. "Personal chemistry", including conflicting values or actions among managers and employees, for example:
a. Strong personal natures don't match.b. We often don't like in others what we don't like in ourselves.
4. Leadership problems, including inconsistent, missing, too-strong or uninformed leadership (at any level in the organization), evidenced by:a. Avoiding conflict, "passing the buck" with little follow-through on decisions.b. Employees see the same continued issues in the workplace. c. Supervisors don't understand the jobs of their subordinates.
Sources of the issues proliferate
as the conflict intensifies
1-the atmosphere of conflict allows suppressed disagreements to surface2-"a move on the part of the antagonists ... to solidify opinion and bring in new participants by providing new bases of response."
3) Allows previously suppressed issues against opponents to appear
2 )Disrupts equilibrium previously of community relations
1) Initial Single Issue
4) More and more of opponent's beliefs enter into disagreement
5) Opponent appear totally bad
6) Charges against opponent as a person
7) Dispute becomes independent of initial disagreement
Managing ConflictsManaging Conflicts
Methods of managing and solving conflicts are vital to
the dental team
Methods of managing and solving conflicts are vital to
the dental team
Major ways that people use to deal with conflict:
1- Avoidance and denial 2- Smoothing3- Compromise 4- Forcing5- Confrontation
1- Avoidance and denial
Pretend it is not there or ignore it
Use it when it simply is not worth the effort to
argue
For example, they tend to "mind their own business"
and look the other way when other employees are discussing office politics or ways to
equalize the work load
The pitfalls in denying or avoiding conflict are
many
1- Usually this approach tendsto worsen the conflict over time
If conflicts are denied when they occur, they simply go underground to reemerge
2- Conflict is a powerful energizing and motivating force, and avoidance and denial seek to bottle up this force This can be tension producing in creating that sense of diffuse, accumulated resentment that leads to future conflicts
3- Individuals can feel manipulated and resentful if their strongly held cognitive beliefs or emotional commitments are denied expression
2- Smoothing
2- Smoothing
Seek to deal with conflict by attending primarily to the
emotional overtones
Yielding or Giving in to others, sometimes to the extent that you
Usually this approach tends to worsen the
conflict over time, and causes conflicts within
yourself BC The basic issues that initiated the conflict have
not been dealt with directly
BUT
Can be both a time-saving and a face-saving device:
time saving in the sense that, if a middle ground found, the group
can get on to something else, and face saving in the sense 'that the designation of clear winners and
losers is avoided
Use this approach very sparingly and
infrequently, for example,
in situations when you know that you will have
another more useful approach in the very
near future
3- Compromise (Accommodation)
Seeks to satisfy your own and other persons needs
Is an appropriate strategy when both the relationship and the issue are of moderate importance to you
May produce outcomes which neither party is happy or
committed to
4- Forcing(Dominance)
4- Forcing(Dominance)
Is to force a resolution of issue by appeal to authority
“I don’t have time to argue with you, do it this way bc I
said so”
Is to force a resolution of issue by appeal to authority
“I don’t have time to argue with you, do it this way bc I
said so”
Forcing is a particularly tempting method because it:
1 -Avoids emotional entanglements2- Is clean and direct3- Has at least the appearance of being rational
Forcing Pitfalls
1- Forcing avoids any resolution in terms of the initiating issue itself
2- The long-term effect of the habitual use of force is to arouse competing farces. This tends to emphasize the win-lose nature of conflict and often to destroy the group
5- Confrontation
)integration)
5- Confrontation
)integration)
Is to handle the initiating issues directly, to confront them
Any approach to conflict must deal with the emotional involvements and with the substantive points of disagreement if a long-term resolution is to be achieved
Is to handle the initiating issues directly, to confront them
Any approach to conflict must deal with the emotional involvements and with the substantive points of disagreement if a long-term resolution is to be achieved
To confront the points of disagreement directly:
1- To accept the inevitability of conflict and to define the terms of the present disagreement
2- To place the conflict in the context of the larger concerns and needs of the group )e.g. the overriding goals)
3- The use of a third party, however the function is not that of an arbitrator who selects a winner from among the competing viewpoints but rather that of a guide and counselor who helps the competing parties to "keep on track" while they develop their own resolution