Chapter Outline

I. Examining Conflict and Communication

Conflict, according to Hocher and Wilmot, is "an expressed struggle between two interdependent parties who perceive incompatible goals, scarce rewards, and interference from the other party."

• Conflict involves interdependence, that is, the two people will interact again and again.
• Conflict is expressed in words or actions, not kept to oneself.
• Conflict involves incompatible goals, such as complete control of an oil field or the other person's defeat.

Conflict can be an aid to better communication.

Conflict takes many forms.

Communication and Conflict

1. Communication moves conflict from the private (interior) to the public (exterior) arena.
2. Communication can help or hinder conflict.
3. Communication can change conflict because we cannot be quite sure what the other person will do or say.

 

Braiker and Kelley identified three kinds of interpersonal conflict.
1. Behavioral conflict involves actions or tastes of one person that the other dislikes.
2. Normative conflict involves disagreement over the standards and rules of the relationship.
3. Personal conflict involves characteristics, attitudes, and level of selfishness of the two people.

 

Most groups conflicts concern group goals.
1. According to Barker, Wahlers and Watson, task conflict is disagreement over the nature or facts of the project.
2. Procedural conflict is disagreement on agenda or the process of decision making.
3. Interpersonal conflict involves personality clashes.

 

1. Intraorgranizational conflict occurs within an organization, among departments or levels.
2. Interorganizational conflict occurs between organizations competing for scarce resources or holding different values and goals.

A. Preferences for Conflict Management

According to Blake and Mouton, there are five basic styles of conflict management. Different people have different styles.
1. An avoiding style walks away from conflict, which is seen as destructive. Sometimes it gives time to think or for the problem to disappear, but it can also mean an unsolved problem or a solution by default.
2. An accommodating style puts harmony before the task. It often means one person doing more than the other and may result in decreased respect.
3. A competing style insists on equal input but may damage the relationship.
4. A compromising style shares the task or gives in on some points and insists on others. It may be short-lived and satisfy neither side.
5. A collaborative style pools ideas and resources. It can be time-consuming and inefficient if one side is unfamiliar with the problem.

 
These styles may change in the course of a conflict, which makes the outcome unpredictable.

1. Remove yourself from the conflict.
2. Empathize with the other person.
3. Ask questions about the situation.
4. Reveal how the conflict affects you.

 
These steps do not always work because some people can be difficult.

Cultural Differences

• Americans like to confront disagreement. Other cultures dislike it.
• Many cultures (Asian, Arab, Latin American) prefer face-saving, or preserving a person's dignity.
• A politeness strategy, involving indirect discussion, is a way to save face.

 

• Women often want to talk about conflict issues.
• Men often prefer to walk away from conflict.
• Men often prefer to compete in solving conflict.
• Women tend to prefer compromise.

Activity

Helpful Links!

"Conflict & Peacemaking" - This essay explores the psychological aspects involved with negotiating.
It quotes a variety of writers, briefly expanding on their specific areas of study and theoretical hypotheses.  
The site also offers suggestions for more detailed reading on the subject.

"Peace and Conflict Communication Links" - Sponsored by NCA, this page allows the user to browse through six categories of
links related to the Peace and Conflict Communication Commission!

At Your Bookstore


Bishop, S. (1996).  Develop Your Assertiveness.Dover, NH:  Kogan Page Ltd.
Hall, L.M. (1987).  Speak Up/Speak Clear/Speak Kind:  Assertive Communica-
     tion Skill.  Grand Junction, CO:  Empowerment Tech.
Robinson, J. (1997).  Communcation Miracles for Couples:  Easy & Effective
     Tools to Create More Love and Less Conflicts. Berkeley, CA:  Conari Press.
Stevinin, T.J.  (1997).  Win/Win Solutions: Resolving Conflict on the Job.  Chi-
     cago:  Moody Press.