AVOID

OR
CONFRONT
AVOID or CONFRONT
A student is frequently talking
during lessons and disrupting others.
AVOID or CONFRONT

A team member consistently

arrives late to meetings.
AVOID or CONFRONT

A roommate keeps borrowing

items without asking.
AVOID or CONFRONT
A friend frequently makes sarcastic
comments that hurt your feelings.
AVOID or CONFRONT
Two classmates are flirting, but
one is unsure if the other is
genuinely interested or just being
friendly.
AVOID or CONFRONT
A friend has developed a habit of
interrupting others during
conversations.
AVOID or CONFRONT
One person wants a serious
relationship, while the other is
content with keeping things casual.
AVOID or CONFRONT
A friend constantly asks for your
opinion but never takes your
advice.
UNDERSTANDING
CONFLICT
Second Quarter- TOPIC 3
 LESSON OBJECTIVES
Appreciate that conflict is a fact of life and a key ingredients in
human interaction;

Understand the nature of conflict and how interpersonal

relationships are affected by it;

Develop a positive attitude about conflict as important to

personal development; and

Learn one's conflict management style and apply this in his

day-to-day living.
 CONLICT
-is the dynamics when two or more
people, organizations, or nations
perceive one another as a threat to
their needs or interest.
 CONLICT
-inflicts so much pain and negative
emotions on those involved. Reasoning is often
clouded and miscommunication occurs especially
at the height of an emotional argument when
words are exchanged to inflict harm on the other.
 CONLICT STAGES
1. Intrapersonal- with oneself
2. Interpersonal- among two or more individuals
3. Intragroup- within the same interest group
4. Intergroup- between two or more groups
RESPONSES TO CONFLICT
Flight or Fight?
RESPONSES TO CONFLICT
1. Flight response- there are several types of
behavior involved: avoidance, ignoring, or
denial.
2. Fight response- directly confront the other
person and engage in a peaceful dialogue.
FOUR STRATEGIES TO
CONFLICT
1. Fight
2. Submit
3. Flee
4. Freeze
FOUR STRATEGIES TO CONFLICT
1. Fight- force the other party to
accept a stand that is against that
party's interest.

Examples: Debate in class.

Reporting to a teacher.
FOUR STRATEGIES TO CONFLICT
2. Submit- yield to the demands
of the other party and agree to end
the conflict.
Examples: Accepting Criticism.
Going Along with Group Decisions.
FOUR STRATEGIES TO CONFLICT
3. Flee- leave the situation where
conflict is occurring or change the
topic.
Examples: Skipping Class.
Changing Friends.
FOUR STRATEGIES TO CONFLICT
4. Freeze- do nothing and just wait
for the other party's next move or
allow the pressure to build up.

Examples: Avoiding Participation.

Silence During Discussions.
CAUSES OF CONFLICT
Competing for scarce or limited resources
such as time, jobs, food, natural resources,
and even love and affection within family or
personal relationship.

Disagreement over the interpretation of facts

or information.
CAUSES OF CONFLICT
Perceiving threats to one's own needs
and interests.

Perceiving unjust treatment caused by

another person or entity.

Miscommunication between parties.

CAUSES OF CONFLICT
Misjudging another person's or group's
belief systems born out of prejudice or
bias.

Exhibiting behaviors that are destructive to

another person's well- being or reputation.
POSITIVE EFFECTS OF
CONFLICT
allows for issues to surface
raise the awareness of both person's needs
allows emotions to expressed
understand and accept the uniqueness
and differences of other people
POSITIVE EFFECTS OF
CONFLICT
strengthens the resolve of the parties to
pursue common goals; and
encourages dialogue and empowerment
 CONFLICT
MANAGEMENT STYLES
Thomas-Kilman Conflict Modes
Two dimensions to conflict resolving
behavior
(Assertiveness and Cooperativeness)
 CONFLICT
MANAGEMENT STYLES
Assertiveness- or the extent to
which a person will try to satisfy his
or her own needs or interests
 CONFLICT
MANAGEMENT STYLES
Cooperativeness- or the extent to
which a person will attempt to satisfy
the other person's needs or interests.
CONFLICT MANAGEMENT
STYLES
Based on these two dimensions, there are five modes in
dealing with conflict. These are:
1. Competing
2. Accommodating
3. Compromising
4. Avoiding
5. Collaborating
 CONFLICT
MANAGEMENT STYLES
1. Competing- is assertive and
uncooperative. An individual interests
are above all else, power and authority
are often used to win against others.
 CONFLICT
MANAGEMENT STYLES
2. Accommodating- is unassertive and
cooperative. An individual is willing to
neglect his or her interests or needs for the
sake of the other person.
 CONFLICT
MANAGEMENT STYLES
3. Compromising- is moderately
assertive and moderately cooperative. An
individual is neither here nor there.
 CONFLICT
MANAGEMENT STYLES
4. Avoiding- is unassertive and uncooperative.
The individual prefers to stay out of the situation
either by postponing a decision, taking a wait
and see position, or withdrawing completely
until conditions are better.
 CONFLICT
MANAGEMENT STYLES
5. Collaborating- is assertive and
cooperative. The individual seeks a mutually
satisfying solution by understanding the
needs and interests of the other person.
 NEGOTIATING
THROUGH A PERSONAL
CONFLICT SITUATION
 NEGOTIATING THROUGH A
PERSONAL CONFLICT SITUATION
1. Understand the nature of 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.