Dual concern theory it considers how ones degree of

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Dual-Concern Theory – it considers how one’s degree of cooperativeness (the degree to which one tries to satisfy the other person’s concerns) and assertiveness (the degree to which one tries to satisfy one’s own concerns) determine how a conflict is handled. Dual-Concern Theory: the five conflict handling strategies: 1. Forcing: imposing one’s will on the other party (win-lose situation). 2. Problem Solving: trying to reach an agreement that satisfies both one’s own and the other party’s aspirations as much as possible (win-win situation). 3. Avoiding: ignoring or minimizing the importance of the issues creating the conflict (lose-lose situation). 4. Yielding: accepting and incorporating the will of the other party (win-lose).
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5. Compromising: balancing concern for oneself with concern for the other party in order to reach a solution (lose-lose situation). Managing and Solving Conflicts: 1. Problem solving – requesting a face-to-face meeting to identify the problem and resolve it through open discussion. 2. Developing overarching goals – creating a shared goal that requires both parties to work together, and motivates them to do so. 3. Smoothing – playing down differences while emphasizing common interests with the other party. 4. Compromising – agreeing with the other party that each will give up something of value to reach an accord. 5. Avoidance – withdrawing from or suppressing the conflict. 6. Expansion of resources – the scarcity of resources can create conflict, expansion of resources can create a win-win solution. 7. Authoritative command – management can use its formal authority to resolve the conflict and then communicate its desires to the parties involved. 8. Altering the human variable – behavioural change techniques such as human relations training can alter attitudes and behaviours that cause conflict. 9. Altering the structural variables – the formal organization structure and the interaction patterns of conflicting parties can be changed through job redesign, transfers, creation of coordinating positions etc.
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