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Top : Conflict: Improve you ability to deal with conflict more effectively from these free conflict resources.
Articles:
It's a Whole New World: Is Your Management Style Up To Date?- by Mary Rau-Foster
What influences an employee's ethics and values in the workplace? Do they differ from generation to generation? How does this create conflict?
(Added:
10-Mar-2003
Hits:
367
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Conflict Styles & Styles Matrix- by NA
There are two major concerns in a conflict.
The first concern is achieving your personal goals. You are in conflict because you have a goal that conflicts with another personís goal. You goal may be highly important to you, or it may be of little importance.
The second concern is keeping a good working relationship with the other person. You may need to work effectively with the person in the future.
How important your personal goals are to you and how important the relationship is to you affects how you act in a conflict. Given these two concerns, five styles of managing conflicts can be identified. Includes quick questionnaire
(Added:
13-Oct-2003
Hits:
377
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Seven Steps to Handling Interpersonal Differences- by Daniel Robin
Make no mistake: resolving differences through negotiation is not a logical, linear process. However, this model can serve as a framework for staying on track and learning how and where things go wrong.
These seven steps progress from how you might want to begin an effort to resolve differences to how you'd want to complete that effort. Remember to prepare by writing down your goal before taking your first step. Enjoy the dance!
(Added:
10-Mar-2003
Hits:
560
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Hocker and Wilmot / Conflict Mapping - Comprehensive Assessment Guides- by NA
Conflict assessment is the process of systematic collection of information about the dynamics of a conflict. The guides stress open-ended, participant-based data as the path to specifying conflict processes. Such approaches are particularly useful for third parties such as intervention agents and students wishing to study a particular conflict. As a party to the conflict, one can use the guides to collect information from himself or herself and the other party about the conflict. In either case, one needs to use primary information from the parties -for they are the ones who created and maintain the conflict.
(Added:
13-Oct-2003
Hits:
322
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The Gentle Art of Confrontation- by Daniel Robin
Process improvement approach to dealing with conflicts: confront people in ways that they can hear and understand the substance of what you are saying (so they actually listen). By building a workplace based on agreements, you’ll get more trust, openness, and honesty so that when things go wrong, "confrontation" is no longer necessary. These proven techniques show you how to prevent patterns of defensiveness and increase workplace collaboration.
(Added:
10-Mar-2003
Hits:
464
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A Recipe for Peace- by Douglas E. Noll
Pride is one of the great causes of conflict. It is not just the usual over-exaggerated sense of self, but also involves strong identification with a group. Read about the one way to transform conflicts based on pride and group identification.
(Added:
24-Mar-2006
Hits:
294
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