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1 Conflict conflict: “expressed struggle between at least two interdependent parties, who perceive incompatible goals, scarce resources, and interference.

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Presentation on theme: "1 Conflict conflict: “expressed struggle between at least two interdependent parties, who perceive incompatible goals, scarce resources, and interference."— Presentation transcript:


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3 Conflict conflict: “expressed struggle between at least two interdependent parties, who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals.” ( Hocker & wilmot, 1998) Conflict happens when family members have different views or beliefs that they don’t agree on. Sometimes conflict can occur when people misunderstand each other and jump to the wrong conclusion. Issues of conflict that are not resolved peacefully can eventually lead to arguments and resentments. It is normal to disagree with each other from time to time. Occasional conflict is a part of a families life. However, ongoing conflict can be stressful and damaging to relationships. Some people find it difficult to manage their feelings and become intentionally hurtful, aggressive or even violent. 2

4 Conflict styles 3 Everybody has a different way of dealing with conflict. Your way of dealing with conflict may even differ with who you are in a conflict with or even what the conflict is about. Kilmann and Thomas created a model to show the different styles of conflict. They showed that there are styles of conflict that contain BOTH assertiveness (concern for self) and cooperativeness ( concern for others). The five styles are: competition, collaboration, compromise, avoiding, and accommodation. During different conflicts people may go back and forth between the different styles. There is a little test to see what style you may tend to use in conflicts: hhtp:// ManagementQuestionnaire.asp

5 4 ASSERTIVENESS COOPERATION high low Competition Going after what you want Concern for self I win, you lose attitude Accommodation Meet the needs of other person but deny your own needs Unassertive but cooperative Compromise Meets the needs of everyone involved Avoiding Conflict not addressed Unassertive and uncooperative Collaboration Concern for others as well as self Often find alternative solution Win /win attitudes Kilmann and Thomas Conflict Model

6 Common Causes of Conflict  New job  Losing job  Marriage/learning to live as a couple  Change in financial circumstances  Birth of a child (for parents or siblings)  Divorce/Separation  Getting sick/medical issues (self or family/friend)  Moving  Death of a loved one 5

7 Types of Destructive Conflict Covert Overt  Feelings are hidden  Messages are unclear  Uses five communication strategies: I. Denial (ex: deny deeper meanings of hurt “No problem” or “I am fine” ) II. Disqualification (ex: cover up emotion “I wouldn’t have gotten upset except…”) III. Displacement (ex: anger is directed at inappropriate person) IV. Disengagement (ex: avoid each other, express hostility through lack of interaction) V. Pseudomutuality (ex: image of perfect family displayed to others, never allowed to show that something is wrong)  Hostile verbal aggression  Physical aggression  Can lead to violence  Threats about being punished now or later  Physically combative families can become used to it if it happens often enough  Lessens family harmony  Is tied to power, influence, and decision making 6

8 Conflict Resolution 7 A very important part of conflict resolution is LISTENING! Some common suggestions for conflict resolution are:  Listen to what the other person is saying  Don’t interrupt the other person  Check that you understand the other person by summarizing or asking questions  Put emotions aside  Try to stay calm  Do not bring up past issues  Be willing to compromise

9 Conflict Resolution Continued  Respect the other person’s point of view  Communicate your side of issue clearly and honestly  Try to find points of common ground  Separate the problem from the person  Fight fairly Remember, the other person does NOT always have to agree with you, or vice versa, you with them. Also the point is to resolve the conflict, NOT win the argument! And once the solution is decided on, STICK TO IT! 8

10 Possible Resources If Conflict Remains Unresolved 9 Friends Family Your doctor Other parents Family Counselor Cops ( if conflict becomes violent)

11 Conclusion Conflict is inevitable in families but it does not always mean that the conflict can not be positive, because it can be positive. Families will always have issues that cause conflict but if that conflict is managed constructively the family can grow stronger. Not everybody handles conflict the same way so families need to realize that and listen to each other, be willing to compromise, talk to each other, respect each other, and fight fairly. “…how effectively families communicate, at times of peace and pressure, ultimately makes the difference in the strength and longevity of our families and relationships.” (Bryce, 2009) 10

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13 Reference List Bryce, N. (2009,March 04). How to Improve Communication and Reduce Conflict in Your Family. Enzine Articles Online. Retrieved from Conflict-in-Your-Family&id=2064257 Conflict-in-Your-Family&id=2064257 Galvin, K. M., Bylund, C. L., & Brommel, B. J. (2008) Family Communication Cohesion and Change. (7 th ed.). Boston: Pearson Education, Inc. Sharland, A. (2011, March 23). Promoting Mindful Communication: Growth through Conflict. Retrieved from Victorian (Australian) State Government. (2009, October). Family conflict- how to cope. Retrieved from Better Health Channel Online. 12

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