CST 110 CH14 Relational Commuincation & Conflict Mgmt

CST 110 CH14 Relational Commuincation & Conflict...

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Unformatted text preview: CST 110 Relational Communication & Conflict Management ! ! Q. Are conflicts negative? A. No, in fact conflicts are absolutely necessary for all relationships to grow whether personal, professional or otherwise. Conflict Management ! ! Interpersonal Conflict - a situation in which the needs or ideas of one person are perceived to be at odds, or in opposition to the needs or ideas of another. Intrapersonal Conflict - refers to the different and incompatible mental states or needs or desires existing in our mind -cognitive dissonance (must find means of dissonance reduction) Interpersonal vs. Intrapersonal Conflicts ! ! ! ! ! Withdrawal/Avoidance -people physically or psychologically remove themselves from the conflict. Accommodation-giving in to the other’s needs while neglecting your own. Forcing/Competition -attempting to satisfy one’s own needs or ideas ideas through physical threat, verbal attacks, coercion or manipulation. Compromise -attempting to resolve the conflict by providing at least some satisfaction to both parties. Collaboration-trying to fully address the needs and issues of each party to arrive at a mutually satisfying solution. Conflict Management Styles ! ! ! ! Earlier, we said that every communicative message has two distinct parts; content and relational messages respectively. Some conflict management styles place a greater emphasis on the relationship than others. Which styles emphasize a greater concern for the self? Which styles emphasize a greater concern for the other person? Concern for Self & Others ! ! ! ! Face-the projected image of a person’s self in a relationship network FACE is identity and respect. It is a keen sense of favorable feelings about self-worth and what we want others to think. FACEWORK is communication behavior. It is about verbal and non-verbal messages used to maintain our own face or other people's faces, or to honor or attack. These two concepts span academic boundaries and cut across contacts such as business deals, diplomacy and interpersonal relations. FACE AND FACEWORK ! ! ! ! ! ! ! The climate in which conflict is managed is important. Dyads should avoid a defensive climate, which is characterized by these qualities: Evaluation: judging and criticizing other group members. Control: imposing the will of one group member on the others. Strategy: using hidden agendas. Neutrality: demonstrating indifference and lack of commitment. Superiority: expressing dominance. Certainty: being rigid in one's willingness to listen to others. Guidelines for Healthy Conflict Resolution ! ! ! ! ! ! ! Instead, individuals should foster a supportive climate, marked by these traits: Description: presenting ideas or opinions. Problem orientation: focusing attention on the task. Spontaneity: communicating openly and honestly. Empathy: understanding another person's thoughts. Equality: asking for opinions. Provisionalism: expressing a willingness to listen other the ideas of others. Guidelines for Healthy Conflict Resolution Continued. . . ! ! ! ! ! Conflict Can Be Constructive. Recognize that conflict can strengthen your relationships. Be Prepared. Plan how you will communicate about conflict in order to create a supportive climate. Be Involved. Do not withdraw from the conflict or avoid conflict situations. Withhold Quick Retorts. Be careful about what you say and how you say it. Review. Summarize what you have discussed and make plans to continue the discussion if time permits immediate resolution Additional Conflict Mgmt. Tips ...
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