CONFLICT

conflict
The dynamics when two or

more people, organizations, or
nations perceive one another
as a threat to their needs or
interests.
conflict
A perceived incompatibility of
actions or goals between people or
nations and happens when there is
an imbalance between concern for
oneself and those of others.
How can you describe
groups who have no
conflict?
PRESENCE OF
CONFLICT
 Lack of recognition of a
person’s basic human values
such as respect or justice.
Absence of conflict
 Are either in denial, have no
genuine concern for others,
or simply apathetic.
REASONS OF
HAVING
CONFLICT
Myers 2013
1 Competing for scarce or
limited resources such as
time, jobs, food, natural
resources and even love
and affection within family
or personal relationships
2 Disagreement over the
interpretation of facts
or information
3 Perceiving threats to
one’s own needs and
interests
4 Perceiving unjust
treatment caused by
another person or entity
5 Miscommunication
between parties
6 Misjudging another
person’s or group’s belief
systems born out of
prejudice or bias
7 Exhibiting behaviors
that are destructive to
another person’s well –
being or reputation
Nature of
conflict
Triggering
Event
Threatening
Feeling
Intervention of
Third Party
Nature of conflict
Can conflict
happen
anywhere?
Stages of
conflict
United Nations Economic and Social
Commission for Asia and the Pacific
intrapersonal
 with oneself, like when
one is indecisive about
things.
interpersonal
 Among two or more
individuals, like having a
misunderstanding between
friends, family, members, or
lovers
intragroup
 Within the same interest
group, like a student
organization.
intergroup
 Between two or more
groups, like fraternities.
Responses to
conflict
•Means to evade or dodge
the cause of the strong
emotion or uneasiness one
feels for another person
who is in conflict with you.
ignorin
g
•Is when you are in the same
place as the other person
you are in conflict with, and
you disregard and snub his
presence.
denying
•Means when someone asks
you if you are quarrelling or in
disagreement with the person
you are in conflict with and
you disagree or refute the
comment or observation.
Responses to
conflict
Fight
Force the other party
to
accept a stand that is
against that party’s
submit
Yield to the demands
of
the other party and
flee
Leave the situation
where
the conflict is occurring
freeze
Do nothing and just wait
for the other party’s next
move or allow the pressure
to build up
Causes of
conflict
The Mediation Process: Practical
Ways for Resolving Conflict (2003)
By Christopher W. Moore
relationshi
p in
Imbalance
recognizing and
providing for the
needs or interests of
data
The lack or
misinterpretatio
n of data
interest
Usually driven
by needs, and
when needs are
not met, conflict
structural
Involve human
organizations,
social
structures or
processes and
values
Prioritization of
values varies
from one party
to another.
Positive
effects of
conflict
1. Allows issues to surface.
2. Raises the awareness of
both person’s needs.
3. Allows emotions to be
expressed.
4. understand and accept the
uniqueness and differences of
other people.
5. Strengthens the resolve of the
parties to pursue common goals.
6. Encourages dialogue and
empowerment.
Conflict
management
styles
Dr. Ken Thomas and Dr. Ralph
Kilmann (University of Pittsburgh)
developed
Thomas-Kilmann Conflict Mode –
help people understand how they
deal with conflict by measuring a
person’s behavior in conflict
situations.
competi
ng Is assertive and
uncooperative. An individual’s
interests are above all else, power
and authority are often used to win
against others
accommodati
ng
Is assertive and cooperative. An
individual is willing to neglect his
or her interests or needs for the
sake of the other person, yielding
one’s position at the other’s
expense
compromisin
g Is moderately assertive and
moderately cooperative. An individual
is neither here or there, prefers to split
whatever is at stake in half to partly
satisfy both parties just to get over the
problem
avoiding
Is unassertive and uncooperative.
Individual prefers to stay out of the
situation either by postponing a
decision, taking a wait and see
position, or withdrawing completely
until conditions are better
collaborating
Is assertive and cooperative. Individual
seeks a mutually satisfying solution by
understanding the needs and interests of
the other person, and expanding the
resources rather than competing over
them. Seeks a win – win solution.
Negotiating through
a personal conflict
situation
Understand the nature
of conflict
Acknowledge your
feelings and emotions
Examine your
relationship with this
person
Clarify your intentions
If you wish to keep the
relationship, have a talk
with the person involved
Once the dialogue is
accomplished to you and the
other persons mutual
satisfaction, then grant a
reconciliatory act.

CONFLICT

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conflict

The dynamics when two or

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