By: Maria Juliana Tapia
Content What is conflict? About conflict Beginnings of conflict Conflict indicators Types of conflict Collage of conflict Conflict resolution
Conflict occurs when individuals or groups are not obtaining what they need or want and are seeking their own self-interest. Sometimes the individual is not aware of the need and unconsciously starts to act out. Other times, the individual is very aware of what he or she wants and actively works at achieving the goal.
ď ś Conflict is inevitable;
Conflict develops because we are dealing with people's lives, jobs, children, pride, self-concept, ego and sense of mission or purpose; Early indicators of conflict can be recognized; There are strategies for resolution that are available and DO work; Although inevitable, conflict can be minimized, diverted and/or resolved.
Poor communication Seeking power Dissatisfaction with management style Weak leadership Lack of openness Change in leadership
Body language Disagreements, regardless of issue Withholding bad news Surprises Strong public statements Airing disagreements through media Conflicts in value system Desire for power Increasing lack of respect Open disagreement Lack of candor on budget problems or other sensitive issues Lack of clear goals No discussion of progress, failure relative to goals, failure to evaluate the superintendent fairly, thoroughly or at all.
Relationship Conflicts Conflict is a part of life. It exists as a reality of any relationship, and is not necessarily bad. In fact a relationship with no apparent conflict may be unhealthier than one with frequent conflict. Conflicts are critical events that can weaken or strengthen a relationship. Conflicts can be productive, creating deeper understanding, closeness and respect, or they can be destructive, causing resentment, hostility and divorce. How the conflicts get resolved, not how many occur, is the critical factor in determining whether a relationship will be healthy or unhealthy, mutually satisfying or unsatisfying, friendly or unfriendly, deep or shallow, intimate or cold. Conflicts run all the way from minor unimportant differences to critical fights. There are conflicts of needs, wants, preferences, interests, opinions, beliefs and values.
Interest Conflicts It is in connection with an elected public official or judge. This is because people in positions of power are more likely to face charges of a conflict of interest at some point in their careers. Many of the decisions they make must not be tainted by the possibility of favoritism or personal gain. It is not unusual for public officials to divest themselves of anything which could even be construed as a conflict of interest, including stocks, pensions, board memberships and former clients. In order to understand what a conflict of interest means, it may help to examine what we mean by 'interest'. Almost all of us have personal or professional interests, whether it is a hobby, an investment in a business or a desire to help our friends and family members succeed in their own interests. Sometimes we base our decisions on whether or not they will ultimately benefit one or more of these interests. Most of us would not face a conflict of interest situation because our hobbies rarely interfere or intersect with our professional responsibilities.
Value Conflicts A value conflict occurs when individuals or groups of people hold strong personal beliefs that are in disagreement. These may include religious differences, cultural differences or differences in upbringing. Value conflicts are harder to resolve than most disagreements because people have very strong feelings regarding their respective positions.
Personality conflict Personality conflicts are perhaps one of the most challenging areas of corrective action. It is not uncommon to have employees
who simply don't get along well with one another or to have one employee who doesn't seem able to get along with anyone, including yourself. It is critical to understand that you cannot discipline or terminate someone simply because of a "bad attitude" or "poor personality." Define the personality or attitude in terms of behavior and address the behaviors that need improvement. All courses of action that you take need to be focused on behavioral objectives.
Ethnic conflict Is a conflict between ethnic groups often as a result of ethnic nationalism. They are of interest because of
the apparent prevalence since the Cold War and because they frequently result in war crimes such as genocide. Academic explanations of ethnic conflict generally fall into one of three schools of thought: primordialist, instrumentalist or constructivi st.
Data Conflicts Data conflicts occur when people lack information necessary to make wise decisions, are misinformed, disagree on which data is relevant, interpret information differently, or have competing assessment procedures. Some data conflicts may be unnecessary since they are caused by poor communication between the people in conflict. Other data conflicts may be genuine incompatibilities associated with data collection, interpretation or communication. Most data conflicts will have "data solutions."
Structural Conflicts Structural conflicts are caused by forces external to the people in dispute. Limited physical resources or authority, geographic constraints (distance or proximity), time (too little or too much), organizational changes, and so forth can make structural conflict seem like a crisis. It can be helpful to assist parties in conflict to appreciate the external forces and constraints bearing upon them. Structural conflicts will often have structural solutions. Parties' appreciation that a conflict has an external source can have the effect of them coming to jointly address the imposed difficulties.
STOP CONFLICT NOW!
Conflict resolution is the process of resolving a dispute or a conflict by meeting at least some of each sideâ€™s needs and addressing their interests. Knowing how to manage and resolve conflict is essential for having a productive work life, and it is important for community and family life as well. Conflict resolution, or dispute resolution to use another common term, is a relatively new field, emerging after World War II. Scholars from the Program on Negotiation were leaders in establishing the field.
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