WisC? TNofC ConSta RtoC WCC?

CaofCo CoofCo PEofCo CMS NTaPCS

 Conflict is a dynamic when two
or more people, organizations, or
nations perceive one another as a
treat to their needs and interests.
Conflict is 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.
Conflict follows a cycle of retaliation.
Conflict is started by what is known as
a “triggering event,” which happens
when an act of one party is perceived
as a threat by the other party.
The triggering event produces a
threatening feeling on the other
party and this is often followed by a
strong negative emotion like anger
or contempt.
The retaliatory act becomes the
triggering event to the party that
initiated the first triggering event.
The cycle goes on until this is broken
through the intervention of a third
party, or when the two parties decide to
sit down and discuss the situation to
seek a common solution to the crisis.
 Four stages of conflict that do not
necessarily happen exclusively at any
single time, but may happen
simultaneously:
1. Intrapersonal- with oneself, like when one
is indecisive about things.
2.Interpersonal- among two or more
individuals, like having a misunderstanding
between friends, family members, or lovers.
3.Intragroup- within the same interest
group, like a student organization.
4. Intergroup- between two or more
groups, like fraternities
 For a flight response, there are several types of
behavior involved: avoidance, ignoring, or
denial.
Avoidance means to evade or dodge
the cause of the strong emotion or
uneasiness one feels for another person
who is in conflict with you.
 Ignoring 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.
In the book, Mediation for Managers:
Resolving Conflict and Rebuilding
Relationships at Work by John Crawley and
Katherine Graham (2002; 2007), the
authors identified four strategies that people
can use when in conflict in the workplace:
1. Fight- force the other party to accept
a stand that is against that party’s
interest.
2. Submit- yield to the demands of the
other party and agree to end the conflict.
3. Flee- leave the situation where the
conflict is occurring or change the topic

4. Freeze- do nothing and just wait for the

other party’s next move or allow the
pressure to build up
Conflicts may arise due to the following
(Myers 2013)
Competing for scarce or limited
resources such as time, jobs, food,
natural resources, and even love
and affection within family or
personal relationship.
Disagreement over the interpretation
of facts or information.
Perceiving threats to one’s own
needs and interests.
 Perceiving unjust treatment caused
by another person or entity.
 Miscommunication between parties.
Misjudging another person’s or group’s
belief systems born out of prejudice or
bias.
Exhibiting behaviors that are
destructive to another person’s well-
being or reputation.
According to Christopher W. Moore in his book,
The Mediation Process: Practical Ways for
Resolving Conflict (2003), there are five causes of
conflict:
• Relationship
• Data
• Interest
• Structural and Values
 Conflict develops in a relationship between
individuals when there is an imbalance in
recognizing and providing for the needs or
interests of the other party; or between groups
or nations when there is a perceived imbalance
in the distribution or sharing of power and
resources, or of opposing interests as well.
Conflict can also arise in the lack or
misinterpretation of data, like
someone quoting research figures that
may be questionable to others.
Interest are usually driven by needs,
and when needs are met, conflict
happens.
Values are also causes of conflict
when prioritization of these values
varies from one party to another.
What suffers when one is in conflict with
another person or group?

A pestering conflict situation may

put one’s health and well-being in
jeopardy.
Conflict may also decrease one’s self-
confidence, doubt one’s self worth,
and even question one’s values.
 When nations are in conflict, the costs are
oftentimes higher, such as disrupted lives,
destruction of life and property and human
misery as people of warring nations
expressive litigations, decreased productivity
as people of warring of nations experience
displacement, hunger, disease, and eventual
death.
 In work organizations, conflict results in
expensive litigations, decreased
productivity are burdened by the strong
emotions involved when in conflict, and
poor working relationships resulting in the
breakdown of organizational teamwork
(Crawley and Graham 2002)
Relationships often grow deeper and more
satisfying because it:
Allows for issues to surface;
Raises the awareness of both person’s
needs;
Allow emotions to be expressed;
 Understand and accept the uniqueness
and differences of other people;
 Strengthens the resolve of the parties to
pursue common goals; and
 Encourages dialogue and empowerment.
(Crawley and Graham 2002)
According to Thomas and Kilmann,
there are two dimensions to this
conflict resolving behavior:
assertiveness or the extent to which a
person will try to satisfy his or her own
needs or interests
and cooperativeness or the extent to
which a person will attempt to satisfy
the other person’s needs or interests.
 Based on these two dimensions, there are five
modes in dealing with conflict. These are:
Competing
-is assertive and uncooperative. An
individual’s interests are above all else, power
and authority are often used to win against
others.
Accommodating
-is unassertive 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 and allowing
the other to pursue his or her position at the
other’s expense.
Compromising
-is moderately assertive and moderately
cooperative. An individual is neither here
nor 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. The
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. The 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.
1.Understand the nature of the conflict.
2.Acknowledge your feelings and
emotions.
3.Examine your relationship with this
person.
4.Clarify your intentions.
5. If you wish to keep the relationship,
have a talk with the person involved.

6. Once the dialogue is accomplished to

your and other person’s mutual
satisfaction, then grant a reconciliatory act.