CONFLICT, STRESS, AND RISK

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CONFLICT, STRESS, AND RISK
Chapter 16 Lecture 1
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Managers Deal with Three Forms of Risk

• Psychological risk from stress
• Personal risk from travel and work abroad
• Personal risk arising from conflict and violence
  at work

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Stress and Conflict Both Have Good and Bad
Outcomes

• Conflict at work can stimulate creativity
  generate new ways of seeing thingsit can
  escalate too to generate bad violent outcomes
• Stress can motivate people to get the job done
  too much stress can cause brown- or burn-out

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Lets Measure Your Preferred Conflict Management
Style

• When you complete scales like these, answer the
  questions as you are rather than as you want to
  be
• Your preferred conflict style may vary at home
  and work, so answer these questions for
• WORK

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5 ways to manage conflict

• Avoidance
• Competition (A)
• Accommodation (B)
• Compromise (C)
• Collaboration (D)

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Conflict Continuum

• I win, you lose (competitionA)
• I lose or give in (accommodateB)
• We both get something
  (compromiseC)
• We both win(collaborateD)
• A B C D

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Competition

• Plus
• The winner is clear
• Winners usually experience gains
• Minus
• Establishes the battleground for the next
  conflict
• May cause worthy competitors to withdraw or leave
  the organization

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Accommodation

• Plus
• Curtails conflict situation
• Enhances ego of the other
• Minus
• Sometimes establishes a precedence
• Does not fully engage participants

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Compromise

• Plus
• Shows good will
• Establishes friendship
• Minus
• No one gets what they want
• May feel like a dead end

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Collaboration

• Plus
• Everyone wins
• Creates good feelings
• Minus
• Hard to achieve since no one knows how
• Often confusing since players can win something
  they didnt know they wanted

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What This Means

• Managing conflict means you need to develop
  several styles and decide which is valuable at
  any given point of conflict

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Tips for Managing Workplace Conflict

• Build good relationships before conflict occurs
• Do not let small problems escalate deal with
  them as they arise
• Respect differences
• Listen to others perspectives on the conflict
  situation
• Acknowledge feelings before focussing on facts
• Focus on solving problems, not changing people
• If you cant resolve the problem, turn to someone
  who can help
• Remember to adapt your style to the situation and
  persons involved