Module 5: CONFLICT RESOLUTION

A. Definition – Conflict
B. Stages of Conflict
C. Strategies in Dealing with Conflict
D. Conflict Resolution Style and Problem Solving
E. Negotiating through a Conflict Resolution
WEEK Number: 5
TIME ALLOTMENT: 3HRS.
OBJECTIVES:
At end of the module, the students should be able to:
1. Explain comprehensively what is conflict;
2. Recognize the stages of conflict; and
3. Instill in oneself on how to deal and resolve conflicts in a team.

LEARNING CONTENT:
CONFLICT RESOLUTION

Introduction
In a group dynamic, it is unavoidable to have problems and challenges. As mixed of
different personalities and ideals, it is bound to create friction, division and arguments.

Discussion
A. CONFLICT as is defined as follows:
1. A sharp disagreement or clash of ideas, interest, etc.
2. The dynamics when two or more people, organization or group perceive one
another as a threat to their needs or interest.
3. Perceived incompatibility of actions or goals between people or nations and
happens when there is an imbalance between concern for oneself and those of
others.
It is believed that the center of a conflict is the lack of recognition of a person’s innate
human values such as respect and/or justice. Individuals in conflict perceived that one’s gain
is another’s loss. It entails such strong negative emotions such as pain, anger and misery.
Reasoning is often clouded and miscommunication occurs especially since people are at
heightened emotional state that may result to exchange of unpleasant words or inflict harm
on other.
The conflict cycle involves a triggering event, which is perceived as a threat by another
person. This is followed by an intense emotion as a reaction to the perceived threat. Acting
out of emotion, which is the retaliatory act, ensues and the first party, in turn, perceives this
as a threat and the cycle goes on.

B. STAGES OF CONFLICT
Based on the United Nations Economic and Social Commission for Asia and the Pacific
(ESCAP) publication on Conflict Negotiation Skills for Youth (2003), here are the stages of
conflict. They explained that the stages happen more simultaneously than exclusively.
1. INTRAPERSONAL – with oneself, like when one is indecisive about things
 2. INTERPERSONAL – among two or more individuals, like having a misunderstanding
between friends, family member or lovers
3. INTRAGROUP – within the same interest group, like a student organization
4. INTERGROUP – between two or more group, like fraternities
C. STRATEGIES IN DEALING WITH CONFLICT
According to John Crawley and Katherine Graham (2007), in the book entitled “Meditation
for Managers: Resolving Conflict and Rebuilding Relationships at work, there are four
strategies that people usually used when faced with a conflict in their work setting.
1. FIGHT - force the other party to accept a stand that is against that party’s interest
2. SUBMIT – yield to the demands of the other party and agree to end the conflict
3. FLEE – leave the situation where the conflict is occurring or change the topic
4. FREEZE – do nothing and just wait for the other party’s next move or allow the
pressure to build up

D. CONFLICT RESOLUTION STYLE AND PROBLEM SOLVING

1. “Win-Lose” Style - One party in a conflict situation seeks to meet individual goals
at all cost, without concern for the needs of his opponent or their relationship.
2. “Yield-Lose” Style - One party view the relationship with the other party as the
most important consideration and not the attainment of one's goals. The party using
this style yields and loses his position.
3. “Lose-Leave” Style - One party has low concern for both the goals and the
relationship with the opponent. He loses by default through withdrawing from the
situation.
4. “Compromise” Style - One party has a moderate degree of concern for both the
goals and the relationship with the opponent. The party will try to reach a
“compromise”, or what is known as the “win some - lose some” effect.
5. “Integrative” Style - One party has a high concern for both the goal and the
relationship with the opponent. The conflict is resolved by working collaboratively
with all concerned parties so that everyone will end up a winner. This is also known
as “win – win” style.

E. NEGOTIATING THROUGH A CONFLICT RESOLUTION

The following steps can help in negotiating and resolving a personal conflict. Keeping in
mind these important measures can alleviate emotional hurt and psychological backlash that
can further strain, if not destroy, relationships.
1. Understand the nature of the conflict. By asking significant questions, a deeper
grasp of the situation and important facts can pave way to a clearer solution. You
can ask the following questions:
• Is the conflict cause by somebody else’s behavior?
• Were you expectations met?
• Did the person promise you something but did not fulfill it?
• Did someone fail to uphold something very important and of value to
you?
2. Acknowledge your feelings and emotions. Be aware of the stirrings of emotions
within you. Express this in a constructive way like verbalizing the emotion with the
other person.
3. Examine your relationship with this person. How much does the person you’re
in conflict with matter to you? How important is your relationship with the person?
 4. Clarify your intentions. Do you want to continue your relationship with this person
or not? If yes, then proceed to undertake a dialogue. If not, decide if you want to
keep the relationship or not.
5. If you wish to keep the relationship, have a talk with the person involved
stating that you value your relationship and would like to express your feelings about
what was done or not done to you, then ask for an explanation as to the other
person’s actions.
6. Once the dialogue is accomplished to your and the other person’s mutual
satisfaction, then grant a reconciliatory act like shaking hands or embracing
each other. Grant or request for forgiveness or apology, if necessary, then, promise
to move on.

Summary
In this lesson, we learn about the deep definition of conflict, we also recognize the
stages of conflict, we also identify the strategies in dealing conflict, we also learn about the
style and problem solving of conflict resolution and lastly, we learn on how to negotiate
through conflict resolution.

REFERENCES:
1. Agas,JM. Et al.(2019).Civic Welfare Training Service.
https://www.mapua.edu.ph/Campus%20life/SOCIP/Assets/CWTS/CWTS%202019%20
Module%201.pdf
2. De Chavez, R.G. (2019). National Service Training Program CWTS I. Manila, Philippines:
S&A Learning Solutions
3. Lee, Sergio J. (2013),. National Service Training Program CWTS I. Manila, Philippines:
C&E Publishing, Inc. 2013
4. Padilla, Reynaldo A.(2006). Civic Welfare Training Service Volume II. Manila, Philippines:
Rex Bookstore, 2006

LEARNING ACTIVITY/ TASK

Module 5

Name: _______________________ Program and Year: ____________________

General Guidelines:

1. You may write your answers on a clean sheet of bond paper or encode it thru MS Word
with your name, course and year level, week number, course number, and course
description; use black ball pen in writing your answers or encode your answers on
Microsoft Word and convert it to PDF Format.

Example: DELA CRUZ, JUAN D. BSBA 1 WEEK 13

GEC 003 – PURPOSIVE COMMUNICATION
2. After writing or encoding your answers, use CamScanner application on your
smartphone to capture image/s of your answer sheet/s.
3. Send your answers to Microsoft Teams (Direct message)
4. Your answer sheet should be sent in PDF form and name your file with this format:
Surname-Course Number-Week Number-Quiz Number /Activity Number (all in
capitalized letter).
Example: DELA CRUZ-GEC 003-WEEK1-QUIZ/ACTIVITY.
Learning Task 4: Short Response: Let’s check your understanding on the concepts of
NSTP-CWTS by answering the following questions. Limit your answers to 3-5 sentences. Use
bond paper. (20 points each)

1. Give at least two (2) examples of conflict resolution.

2. How can conflict be resolved?

SCORING RUBRIC FOR LEARNING TASK

Comprehensive answer and includes extensive information 20 points
Well written answer includes some strong analysis 15 points
Well written answer but lacks analysis 10 points
Lacks of organization and uses little information 5 points
Barely addresses the question 1 point

Prepared by:

REYMALYN D. COMA, LPT, MAED

Instructor

Reviewed/Approved:

LILY MAE M. KIMAYONG, MBA

Program Head, Hospitality Management

AIZA P. RUMAUAC, CPA

Program Head, Accountancy and Business Administration

ANGELO K. LAHINA, LPT, MAT

Program Head, Teacher Education

JEAN RUSSEL B. PAULMITAN, RCrim, MSCJ

Program Head, Criminology

ABRAHAM G. UCOL
Program Head, Industrial Technology

JADE A. BUISEL, ECE, REE

Program Head, Engineering and Computer Studies