PERSONAL DEVELOPMENT

CONFLICT
Group 6 - St. Pedro Calungsod
 What is
Conflict?
Conflict is the dynamics
when two or more people,
organizations, or nations
perceive one another as a
threat to their needs or
interests
It is a perceived
incompatibility of
actions or goals
between people or
nation
It happens when
there is an
imbalance
between concern
for oneself and
those of others
NATURE OF
CONFLICT
Often clouded and
miscommunication
occurs especially at
the height of an
emotional argument
when words are
exchanged to inflict
harm on the other.
Oftentimes,
conflict
follows a
cycle of
retaliation.
Conflict is started by
what is known as a
“triggering event”,
which happens when
an act of one party is
perceived as a threat
by the other party
CONFLICT INTRAPERSONAL
CONFLICTS
STAGES
conflict occurs

within an individual

Indecisive about things

Have a sense of being

inadequate to perform a task

INTERPERSONAL
CONFLICTS CONFLICT
conflict among two
STAGES
or more individual

Married couple fighting over

finances

Conflict between a child and

a parent
CONFLICT INTRAGROUP
CONFLICTS
STAGES
conflict happens among

individuals within a team

Members of the marketing group

debating about the best way to

launch the project

Between members of same work or

football team
INTERGROUP
CONFLICTS CONFLICT
conflict occurs between STAGES
two competing or distinct

groups

School Rivalry

Conflict between two

different youth gangs

RESPONSES TO
CONFLICT

People choose
between two types of
responses, flight or
fight.
 FLIGHT RESPONSE:
TYPES OF BEHAVIOR
INVOLVED
·      AVOIDANCE – MEANS TO EVADE, DODGE OR TO

KEEP AWAY FROM SOMEONE YOU ARE CONFLICT IN

CONFLICT WITH

·      IGNORING – MEANS WHEN YOU DISREGARD AND

SNUB SOMEONE PRESENCE

·      DENYING – MEANS REFUSING TO ADMIT THE TRUTH

OR EXISTENCE OF THE CONFLICT

 FIGHT RESPONSE:
TYPES OF BEHAVIOR
INVOLVED
     CONFRONTING – MEANS TO FACE UP OR TO DEAL

WITH THE PROBLEM

IN A POSITIVE MANNER: ENGAGE IN A PEACEFUL

DIALOGUE

            IN A NEGATIVE MANNER: USE OF FOUL

LANGUAGE, PHYSICAL HARM, VERBAL THREATS,

SPREADING RUMORS, FILLING A LAWSUIT

Strategies Use When in
Conflict in Workplace

FIGHT SUBMIT
Force the other party to
yield and agree to the

accept a stand that is

demand of the other party

against the party’s interest

FLEE FREEZE
leave the situation where Do nothing and just

the conflict is occuring or wait the other party’s

change the topic

move.
 WHAT
CREATES
CONFLICT?
COMPETING FOR SCARCE
DISAGREEMENTS
PERCEIVING THREATS
PERCEIVING UNJUST
TREATMENT
MISCOMMUNICATION
MISJUDGING OTHERS BELIEF
SYSTEMS
EXHIBITING BEHAVIOURS THAT
ARE DESTRUCTIVE
CAUSES OF
CONFLICT

Kyobi Arts Networking Group 2020

RELATIONSHIPS
DATA
INTEREST
STRUCTURAL
VALUES
COSTS OF
CONFLICT
IN PERSONAL
CONFLICT
JEOPARDIZING

AN INDIVIDUAL’S DECREASE IN

HEALTH AND SELF-

WELL-BEING CONFIDENCE

DOUBT IN SELF- QUESTIONING

WORTH ONE’S VALUES

IN NATIONAL
CONFLICT

DISTRUPTED

LIVES DESTRUCTION

MISERY
IN WORK
ORGANIZATIONS

EXPENSIVE DECREASED

LITIGATIONS PRODUCTIVITY

POOR WORKING

RELATIONSHIPS
 POSITIVE EFFECTS
OF CONFLICT

SERVES AS A

DRIVER FOR DEEPENING

GROWTH RELATIONSHIPS

DEVELOPMENT ALLOWS ISSUES

OF TO SURFACE

INDIVIDUALS

OR GROUPS
 POSITIVE EFFECTS
OF CONFLICT

RAISE UNDERSTAND
AWARENESS AND ACCEPT
FOR BOTH THE
NEEDS UNIQUENESS

AND

ALLOWS DIFFERENCES

EMOTIONS TO OF OTHER

BE EXPRESSED PEOPLE
POSITIVE EFFECTS
OF CONFLICT

STRENGTHENS

THE RESOLVE

TO PURSUE

COMMON GOAL

ENCOURAGES

DIALOGUE AND

ENLIGHTENMENT
 CONFLICT
MANAGEMENT
STYLES
 ASSERTIVENESS AND
COOPERATIVENESS

ASSERTIVENESS
THE TWO DIMENSIONS OF THIS CONFLICT RESOLVING BEHAVIOR

COOPERATIVENESS
· THE EXTENT TO WHICH A PERSON WILL TRY TO SATISFY
HIS OR HER OWN NEEDS OR INTERESTS
 FIVE MODES IN
DEALING WITH
CONFLICT

COMPETING COLLABORATING
ACCOMODATING AVOIDING
COMPROMISING
 NEGOTIATING
THROUGH A PERSONAL
CONFLICT SITUATION

1.       Understand the nature of the conflict.

2.       Acknowledge your feelings and emotions.

3.       Examine your relationship with this person.

 NEGOTIATING
THROUGH A PERSONAL
CONFLICT SITUATION

4.      Clarify your intentions.

5.       If you wish to keep the relationship, have a talk with the

person involved.

6.       Once the dialogue is accomplished to your and the other

person’s mutual satisfaction, then grant a reconciliatory act.