Conflict Management. How conflict develops and how to deal with it. Money Time Space Chores Interpersonal needs (affection, inclusion, control) Sharing Kids In-laws And on and on and on…. What do we fight about?. The actions of one person interfere with or create barriers for another.
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Conflict Management How conflict develops and how to deal with it
Money • Time • Space • Chores • Interpersonal needs (affection, inclusion, control) • Sharing • Kids • In-laws • And on and on and on… What do we fight about?
The actions of one person interfere with or create barriers for another Definition of conflict
Differing goals • Differing on the means of achieving a goal • Differing interpersonal needs • Enactment of behaviors Sources of Conflict
Two main types: • Avoiding • Erupting • Specific types • Belt-lining • Name calling • Gunny sacking Negative Conflict Management Styles
A personal attack on another individual • “Hit below the belt” • Use when you aren’t sure what to do • Everyone has emotional beltline • Issues that fall below the belt are sensitive topics • When you hit below the belt, you cause the other person to raise their belt line (cause them to be more sensitive) • Most used by people you know Belt-lining
A form of belt lining • Calling the other person names that relate to what they cannot really change • Socioeconomic status • Physical features • Race • Age • Name usually has some element of truth Name calling
Involves both avoiding and erupting • Avoid/pile up issues until your “gunny sack” gets full and you explode • The “final straw” is usually a minor issue • Most vulnerable to use this when you are tired or stressed because you cannot handle as much • People who gunny sack will continue to build up issues after an explosion UNLESS they make a conscious effort to change Gunny-sacking
Both parties agree to “fight fair” • Set out for a win-win • Set a time for the discussion • Don’t argue when upset • Stop when everyone is happy • Lower your emotional beltline • Take responsibility • Test assumptions, perceptions • Describe behavior you find objectionable • Focus on the issue at hand and the future • Be flexible (your way may not be the only way) • No excuses • Do a fun thing after • Don’t fear conflict Positive Conflict Management Strategies
Definition: stand up for your rights and wishes directly while respecting the rights of the other person Assertive Communication
Aggressive Communication Assertive Communication Attacks the position held by the other individual Respects the right of both parties Seeks to promote one’s own needs and wants while honoring the other person • Attack the self concept of the other individual • Disregards the rights of the other person involved • Seek to dominate and damage or defeat and destroy Aggressive vs. Assertive
Fair treatment • More likely to be assertive when money, grades involved • Become able to refuse unreasonable requests • Helps you initiate your own requests • Promotes responsible expression of feeling Benefits of Assertiveness
E.R.A.Empathy, Rationale, Action • Empathy: show your understanding • Rationale: present your reason for your answer • Action: tell what you want them to do or what you will do if they do not comply (don’t be threatening) Verbal Assertiveness
In response to a child’s request to stay out late: “I know that spending time with your friends is important to you, and you want to have fun. However, it is important to me that you are safe and get enough rest.You cannot stay out until 1:00 a.m., but you can have a curfew of 11:00 p.m.” ERA Example
How would you respond to the following scenarios using the ERA method? • Your sixteen-year-old daughter wants a car of her own. • Your spouse wants to buy an $800 television. • You want to approach your instructor about a grade discrepancy. • You did not receive as much money in your financial aid refund as you anticipated receiving. • Your friends want to spend the weekend on a trip out of town, but you have a big project due on Monday. Practice!