Conflict and Negotiation

Upon completion of this online learning course, you will be able to identify the five conflict-handling strategies. 

This module should take you 10 minutes to complete. 

Let's Begin

Agenda

-> True and False

-> Definitions

-> 5 Steps to Conflict Handling Strategies

-> Quizzes

Definitions and T/F

Do you believe this is the definition for conflict in the workplace?

  • A state of discord caused by the actual or perceived opposition of needs, values and interests between people working together.

Conflict researchers often use dual concern theory to describe people's conflicts management strategies. Dual concern theory considers two aspects.

Cooperativeness

The degree to which one tries to satisfy the other person's concerns. 

Assertiveness

The degree to which one tries to satisfy one's own actions. 

Five Conflict Handling Strategies

Conflict Handling Strategies

Step 1: Forcing 

Imposing one's will on the other party.

Forcing is a win-lose situation. 

Conflict Handling Strategies

Step 2: Problem Solving

Trying to reach an agreement that satisfies both one's own and the other party's aspirations as much as possible.

Problem solving seeks a win-win solution.

Conflict Handling Strategies

Step 3: Avoiding 

Ignoring or minimizing the importance of the issues creating the conflict. 

Avoiding conflict and pretending it does not exist, can yield a lose-lose situation. 

Conflict Handling Strategies

Step 4: Yielding 

Accepting and incorporating the will of the other group.

Yielding is a win-lose solution.

Conflict Handling Strategies

Step 5: Compromising 

Balancing concern for oneself with concern for the other party in order to reach a solution. 

Compromising so that neither person gets what they want, which can be a lose-lose situation. 

Quizzes on the five strategies

Now it's time to match the correct term to its definition

  • Accepting and incoorprating the will of the other party.
    Yielding
  • Imposing one's will on the other party.
    Forcing
  • Ignoring or minimizing the importance of the issues creating the conflict.
    Avoiding
  • Balancing concern for oneself with concern for the other party in order to reach a solution.
    Compromising
  • Trying to reach and agreement that satisfies both one's own and the other party's aspirations as much as possible.
    Problem Solving

Fill in the blank

Forcing is part of a situation.

Problem solving is part of a situation.

Compromising is part of a situation.

Avoiding is part of a situation.

Yielding is part of a situation.

Congratulations!

Great job on completing the course. You now know how to manage conflict in the workplace.

References

Untitled content

All images  come from Google images 

Breward, K., Langton, N., Judge, T., Robbins, S. (2016). Organizational Behaviour. In Pearson Canada Inc. (Eds.), Organizational Behaviour(314). Don Mills, Ontario: Pearson.