Alvin Jan E.

Yap

BSEE 4

Project Management (230 4 TTh)

1/27/15
Conflict may be defined as a struggle or contest between people with
opposing needs, ideas, beliefs, values, or goals. Conflict on teams is inevitable;
however, the results of conflict are not predetermined. Conflict is classified into the
following four types: Interpersonal conflict refers to a conflict between two
individuals, Intrapersonal conflict occurs within an individual, Intragroup
conflict is a type of conflict that happens among individuals within a team,
Intergroup conflict takes place when a misunderstanding arises among different
teams within an organization.
The Five Most Common Types of Conflict in the Workplace:
Interdependence Conflicts. A person relies on someone else's co-operation,
output or input in order for them to get their job done.
Differences in Style. People's preferred way for getting a job done can differ. For
example, one person may just want to get the work done quickly (task oriented),
while another is more concerned about making sure that everyone has a say in how
the work gets done (people oriented).
Differences in Background/Gender. Conflicts can arise between people because
of differences in educational backgrounds, personal experiences, ethnic heritage,
gender and political preferences.
Differences in Leadership. Leaders have different ways of leading their teams.
Employees who have to deal with different leaders throughout a day, can become
confused and irritated by these different ways of being led.
Personality Clashes. These types of conflict in the workplace are often fueled by
emotion and perceptions about somebody else's motives and character.
Conflict management is the practice of being able to identify and handle
conflicts sensibly, fairly, and efficiently. Conflict management involves acquiring
skills related to conflict resolution, self-awareness about conflict modes, conflict
communication skills, and establishing a structure for management of conflict in
your environment.
Conflict Management Techniques:
Forcing also known as competing. An individual firmly pursues his or her own
concerns despite the resistance of the other person. This may involve pushing one
viewpoint at the expense of another or maintaining firm resistance to another
persons actions.
Collaborating also known as problem confronting or problem solving. Collaboration
involves an attempt to work with the other person to find a win-win solution to the
problem in hand - the one that most satisfies the concerns of both parties.
Compromising looks for convenient and practical, although possibly improper and
mutually acceptable solution which partially satisfies both parties.

Withdrawing also known as avoiding. This is when a person does not pursue
her/his own concerns or those of the opponent. He/she does not address the
conflict, sidesteps, postpones or simply withdraws.
Smoothing also known as accommodating. Smoothing is accommodating the
concerns of other people first of all, rather than one's own concerns.