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RE-NA-ME

Conflict Management Strategies

Conflict can be managed by changing:

 

     Behavior = more superficial & short term solution

                                 OR

     Attitudes = deeper approach which takes longer but forms basis for more collaborative organization

 

1.Authority (short term)= use of formal authority to resolve/suppress conflict ( may disagree with but will comply with)

 

2.Avoidance (short term ) = ignoring   conflict/ directing attention away from it

 

3. Separating/merging conflicting units = either extreme action reduces the interdepence of subunits  ( eg. NFL/AFL)

 

4. Increasing Resources = if availability of resources increases this addresses the scarcity problem ( eg. Buy 2 copy machines )

 

5. Integrating Devices = boundary spanners; may be an individual or small group (task force)...people see each others’ perspectives

 

6. Competition = Win/lose struggles; each uses their own power base to be victorious; seeking to dominate; zero sum

 

7. Confrontation & Negotiation = face to face resolution; focus on points of agreement as well as points of difference.

     

...Collaboration= each party wishes to satisfy concerns of all parties &                                          Seek a mutually beneficial solution (win-win)

     ... Accommodation = desire to appease opponents; willing to place opponent’s interests above their own (relationship Maintained)                                                                                       

    ... Compromise = no clear winner/loser; each gives up something

 

7. Third Party Interventions = arbitrators (binding / non-binding)

 

8.Superordinate   Goals = create goals of a higher level above subunit. Goals which must be achieved.   ( eg. Survival)

 

9. Job Rotation = enhances understanding attitudes/ issues/problems

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conflict negotiation and intergroup behavior