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