COMMINICATION

SKILL FOR
PHARMACIST

GROUP ASSIGNMENT
CONFLICT MANAGEMENT

GROUP IV

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 Conflict management

 Points to be addressed

Definition

Causes of conflict

Types of conflict

Conflict management strategies

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 Definition

 Conflict management is the process of recognizing,

addressing, and resolving disputes or disagreements
between individuals or groups in a constructive manner. It
involves understanding the underlying issues that contribute
to the conflict, facilitating effective communication among
the parties involved, and finding solutions that are
acceptable to all.The goal of conflict management is to
minimize negative outcomes, promote positive relationships,
and foster a collaborative environment, whether in personal
interactions, teams, or organizations. Effective conflict
management can lead to improved understanding, stronger
relationships, and enhanced productivity.

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 Causes of conflict

Conflicts can arise from various sources, often stemming from

differences in values, interests, or perceptions. Here are some common
causes of conflict:
1. Differences in Values and Beliefs: Conflicts often occur when
individuals or groups have differing core values, beliefs, or ideologies,
leading to misunderstandings and tensions.
2. Communication Issues: Miscommunication or lack of communication
can lead to misunderstandings, assumptions, and misinterpretations,
which can escalate into conflicts.
3. Competition for Resources: Limited resources, such as money, time,
or personnel, can lead to competition and conflict among individuals or
groups seeking to secure their share.
4. Personality Clashes: Differences in personality traits, working styles,
or interpersonal dynamics can result in friction and conflict between
individuals.
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 Causes of conflict

 5. Role Ambiguity: Unclear roles and responsibilities can lead to confusion and disputes over
authority, accountability, and expectations within a team or organization.
6. Change and Uncertainty: Organizational changes, such as restructuring or new policies,
can create uncertainty and anxiety, leading to resistance and conflict among employees.
7. Cultural Differences: Diverse cultural backgrounds can lead to
misunderstandings and differing perspectives on issues, which may result in conflict.
8. Unmet Needs or Expectations: When individuals feel that their needs
or expectations are not being met—be it emotional support, recognition, or career
advancement—conflict can arise.
9. Power Struggles: Conflicts can stem from struggles for power or
control within a group or organization, leading to rivalry and hostility.
10. Historical Grievances: Past experiences or unresolved issues can
contribute to ongoing tensions and conflicts between individuals or groups.

Understanding these causes is essential for effective conflict management and resolution
strategies. By identifying the root causes of a conflict, parties can work towards finding
constructive solutions.

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 Types of conflict

Conflicts can be categorized in several ways, depending on their context,

nature, and the parties involved. Here are some common types of conflict:

1. Interpersonal Conflict: This occurs between

individuals and is often rooted in personal differences, misunderstandings,
or competition. Examples include conflicts between coworkers, friends, or
family members.

2. Intrapersonal Conflict: This type of conflict occurs

within an individual, often involving a struggle with personal beliefs, values,
or emotions. It can manifest as indecision, anxiety, or internal dilemmas.

3. Group Conflict: Conflicts that arise within a group

or team can stem from differing opinions, competition for resources, or
personality clashes among members.

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 Types of conflict

4. Organizational Conflict: This type of conflict

occurs within an organization and can involve disputes between departments,
management and employees, or different levels of hierarchy. Causes can include
competition for resources, differing goals, or communication breakdowns.

5. Societal Conflict: Conflicts that arise at a

societal level often involve larger groups or communities and can be driven by
cultural, economic, political, or social differences. Examples include ethnic conflicts,
class struggles, or political disagreements.

6. International Conflict: This type involves

disputes between nations or states and can arise from territorial disputes, resource
competition, political ideologies, or historical grievances.

7. Task Conflict: This occurs when team members

disagree on how to approach a task or project. While it can lead to tension, it can
also foster creativity and innovation if managed properly.

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 Types of conflict

8. Relationship Conflict: This type focuses on

personal issues between individuals rather than the task at hand. It often involves
emotional disagreements and can be fueled by personality clashes.

9. Value Conflict: Conflicts that arise from

differing beliefs or values held by individuals or groups. These can be particularly
challenging to resolve because they tap into deeply held convictions.

10. Role Conflict: This occurs when there are

conflicting expectations associated with different roles an individual occupies (e.g., being a
parent and a professional). It can lead to stress and confusion about priorities.

11. Process Conflict: Disagreements about

how to carry out tasks or processes within a group can lead to process conflict. This
includes debates over methods and procedures.

Understanding these types of conflict is crucial for effective conflict resolution strategies, as
different types may require different approaches to manage and resolve effectively.

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Conflict management strategies

Conflict management strategies are essential for resolving disputes

and maintaining healthy relationships in personal, professional, and
social contexts. Here are several effective strategies for managing
conflict:

1. Avoidance: This strategy involves ignoring the conflict or withdrawing

from the situation. While it may provide temporary relief, it often allows
issues to fester and can lead to bigger problems later. It may be
appropriate for minor issues or when the potential costs of
confrontation outweigh the benefits.

2. Accommodation: This approach involves one party yielding to the

wishes or demands of another. It can help preserve relationships and
create harmony, but it may lead to resentment if one party feels their
needs are consistently overlooked.
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Conflict management strategies

4. Compromise: This strategy involves both

parties making concessions to reach a mutually acceptable solution. It can be effective in
resolving conflicts where both sides have valid points, but it may not fully satisfy either party.

5. Collaboration: This approach focuses on

working together to find a solution that satisfies the needs and interests of all parties
involved. It encourages open communication, brainstorming, and problem-solving. While it
can be time-consuming, it often leads to more sustainable and positive outcomes.

6. Negotiation: A structured process where

parties discuss their differences and seek a mutually agreeable solution. Effective
negotiation involves clear communication, understanding each other's interests, and finding
common ground.

7. Mediation: In this approach, a neutral third

party (the mediator) facilitates discussions between conflicting parties to help them reach
an agreement. The mediator does not impose a solution but helps clarify issues and
encourage collaboration.

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Conflict management strategies

8. Arbitration: This strategy involves a neutral third party (the arbitrator)
who listens to both sides and makes a binding decision. It is often used
in legal disputes or contractual disagreements when parties cannot
reach an agreement on their own.

9. Open Communication: Encouraging honest and respectful dialogue

can help clarify misunderstandings and reduce tensions. Active
listening, empathy, and expressing feelings without blame can foster a
more constructive conversation.

10. Setting Ground Rules: Establishing guidelines for how conflicts will
be addressed can create a safe environment for discussion. This might
include rules about respectful communication, time limits for speaking,
or confidentiality agreements.

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 Conflict management strategies

11. Focus on Interests, Not Positions: Encouraging parties to identify

their underlying interests rather than rigid positions can lead to more
creative solutions and a better understanding of each other's needs.

12. Seek Win-Win Solutions: Striving for outcomes that benefit all
parties involved can help build trust and strengthen relationships. This
requires a collaborative mindset and a willingness to explore various
options.

Choosing the right conflict management strategy depends on the

context of the conflict, the relationship between the parties involved,
and the desired outcome. Often, a combination of strategies may be
necessary to effectively manage and resolve conflicts.

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 Conclusion:
 Conflict is an inevitable part of human interaction,
but how we manage it can significantly impact
relationships and organizational dynamics. By
understanding the definition, causes, types, and
effective management strategies for conflict,
individuals and organizations can navigate disputes
constructively.

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 Conclusion
 Employing appropriate conflict management
strategies not only resolves issues but also promotes
collaboration, enhances communication, and fosters
a positive environment where all parties feel heard
and valued. Ultimately, effective conflict
management contributes to personal growth and
organizational success by turning potential conflicts
into opportunities for improvement and innovation.

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 Group Name
Name ID Number
1. Milkias Turo 0222/14
2. Mieso Ramato 0219/14
3. Mesay Adugna 0396/14
4. Mindaye Ayele 0626/14
5. Mieso Bedaso 0218/14
6. Mesfin Abebe 0217/14
7. Meseret Mangistu 0216/14
8. Merama Betri 0367/14
9. Misra Fano 0416/14
10

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THANK YOU !