| Conflict occurs in situations in which people | | | | depending on what you need in a given |
| are interdependent, seek different outcomes, | | | | situation. |
| favor different methods to the same end, or | | | | |
| perceive others are interfering with their | | | | Conflict has value. If you discourage |
| ability for rewards or resources. A persons | | | | conflict, you will have trouble building good |
| behavior in conflict situations can be | | | | teams. If everyone always agrees, we go along |
| described by two basic | | | | and its boring and predictable. But what if |
| dimensionsassertiveness and cooperation. | | | | you dont want yelling, screaming and hitting? |
| Assertiveness is the extent to which the team | | | | That kind of conflict scares me. It reminds |
| member attempts to satisfy his own concerns. | | | | me of my childhood. But, when we talk about |
| Cooperation is the team members attempt to | | | | conflict, we are really talking about our |
| satisfy the other persons concerns. There are | | | | differences. Our differences are who we are. |
| five specific methods of dealing with | | | | Knowing that each person is different allows |
| conflict using these two dimensions: | | | | us to go into a group or team with the |
| competing, collaborating, compromising, | | | | understanding that everyone will have |
| avoiding, and accommodating. Each one of us | | | | different opinions and thoughts. But if we |
| has a tendency for one or more behavior | | | | think everyone is the same, we will be really |
| styles depending on the situation. | | | | disappointed and hurt when someone differs |
| | | | from us. |
| When teams form, there will be conflict. Any | | | | |
| time there is more than one person, you will | | | | We each have the responsibility to be aware |
| have conflict. How do you handle conflict? | | | | of the differences and uniqueness in each of |
| | | | us. Conflict is good. Be open to differences. |
| Understanding the style with which you are | | | | Until each of us can say, Tell me what you |
| comfortable is important when you are dealing | | | | think; let me hear what you think; and, why |
| with conflict with one person or in a group. | | | | do you believe what you think, then the |
| For example, if avoidance is how you deal | | | | conflict will continue to be competing. Using |
| with conflict, when it arises, you will | | | | inquiry and questions to find out more about |
| shrink back, saying to yourself, I dont want | | | | the other person will give us understanding |
| to do this. Your thoughts might go like, Its | | | | and compassion. |
| bad enough when it happens with my spouse, | | | | |
| but I dont have to do it in my job. | | | | Teams that have a good understanding of |
| | | | conflict management work effectively and |
| Keep in mind that there are times when every | | | | learn to trust others. These people work |
| one of these behaviors will appear in each of | | | | together effectively in other subgroups, are |
| us. For example, we would not have sports | | | | more task oriented, demonstrate increased |
| without competitive conflictfootball, | | | | satisfaction, and work toward better |
| baseball, basketball, hockey, golf. People | | | | decisions. The Art of ManagingHow to Build a |
| get a charge out of this type of win/lose | | | | Better Workplace and Relationships helps you |
| competition. Each behavior has value, | | | | define your behavior in conflict situations. |