Post on 19-Jan-2016
CHAPTER EIGHT:Managing Conflict in the Small Group
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
What is Conflict?
An expressed struggle between at least two interdependent parties who perceive incompatible ideas or feelings
“Expressed struggle” shows that conflict involves communicating
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Myths About Conflict
1. Conflict should be avoided
BUT…conflict can help us better understand a problem
…can improve a decision
…can increase member involvement
…can increase cohesiveness
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Myths About Conflict
2. Conflicts result from communication breakdowns
BUT…most conflicts stem from disagreement over values, not misunderstandings
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Myths About Conflict
3. All conflicts can be resolved by discussion
BUT…conflicts over values are subjective & not easily resolvable
…conflicts over scarce resources aren’t easily solvable because of physical limitations
…conflicts over goals is also difficult to resolve
SO: Focus on managing conflict
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Types of Conflict
Task Conflict(AKA Substantive Conflict)Disagreement over ideas, meanings, issues, and other matters relevant to the task
Relational Conflict(AKA Affective Conflict)Interpersonal power clashes, likes, dislikes, etc. NOT related to the task
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Managing Conflict
STYLESAvoidance
Unwillingness to confront or engage in conflict• Often used when people or
relationships are at root of conflict• May be appropriate if issue is
unimportant or if not speaking up will not harm group’s decision
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Conflict-Management Styles
Accommodation
Giving in to appease the other person• Downplays own needs to better
meet needs of others• Can create problems in future if
member really has strong disagreement but was accommodating
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Conflict-Management Styles
Competition
Desire to come out ahead at the expense of others• Usually has negative effect on group• Tends to escalate; can result in total
shutdown of group• BUT…if issue is important, don’t
disregard basic beliefs & values: speak up!
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Conflict-Management Styles
Collaboration
Working to find mutually-agreeable solution• Takes a great deal of time & energy• Tends to result in collaborative
member feeling greater satisfaction
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Conflict-Management Styles
Compromise
Manage issue by giving a little & taking a little• Unlike in collaboration, each person
gives up something to get something
• Can be more beneficial than collaboration if time is limited
• Can ONLY work if everyone believes solution is fair
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Ethical Disagreement
Guidelines for ethical disagreement:Express your disagreementStick with the issue at handUse sensitivityDisagree with the idea, not the
person
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Nominal Group Technique
Alternates between individual & group work to help group hear from every member on controversial issue
State problem/issue clearly & conciselyEveryone takes 10-15 minutes to
individually list the characteristics of the problem
All suggestions are listed on chartMembers clarify but do not evaluateEach member ranks top suggestionsGroup discussion of top-ranked itemsDecision
Effective Group Discussion: Theory and Practice 14th EditionGloria J. Galanes & Katherine Adams
Principled NegotiationStrategy that encourages all participants in a conflict situation to collaborate by expressing their needs and searching for alternatives that meet those needs
Separate people from problemFocus on interests, not positionsCreate options for mutual gainUse objective criteria