CHAPTER EIGHT: Managing Conflict in the Small Group.

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


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



2. Conflicts result from communication breakdowns

BUT…most conflicts stem from disagreement over values, not misunderstandings



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


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


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


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



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!



Collaboration

Working to find mutually-agreeable solution• Takes a great deal of time & energy• Tends to result in collaborative

member feeling greater satisfaction



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


Ethical Disagreement

Guidelines for ethical disagreement:Express your disagreementStick with the issue at handUse sensitivityDisagree with the idea, not the

person


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


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

CHAPTER EIGHT: Managing Conflict in the Small Group.

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Transcript of CHAPTER EIGHT: Managing Conflict in the Small Group.