1. Occupational Conflict Regulation By Sean Fitzgerald, Missy McCrimmon, Sam McKelvie, Emily Nathan

2. The MC Consulting Philosophy SERVICE TO CLIENTS –client centered training and consulting –total needs assessment QUALITY PRODUCTS AND ADVICE –maximum feedback with clients –continuous evaluation and improvement of services PROFESSIONAL ATTITUDE AND APPEARANCE - ALWAYS !! MUTUAL SUPPORT –teamwork is our motto –synergy is the result PROFIT BASED ON LONG-TERM RELATIONSHIPS WITH CLIENTS The MC Consulting Philosophy SERVICE TO CLIENTS –client centered training and consulting –total needs assessment QUALITY PRODUCTS AND ADVICE –maximum feedback with clients –continuous evaluation and improvement of services PROFESSIONAL ATTITUDE AND APPEARANCE - ALWAYS !! MUTUAL SUPPORT –teamwork is our motto –synergy is the result PROFIT BASED ON LONG-TERM RELATIONSHIPS WITH CLIENTS

3. Weekend’s Discussion Principles of conflict Types of conflict Approaches to conflict Social and cultural influences on conflict Responses to conflict Conflict management styles Principles of conflict Types of conflict Approaches to conflict Social and cultural influences on conflict Responses to conflict Conflict management styles Executing successful and cooperative conflict management skills Effective communication during conflict Dealing with uncooperative group members Distinguishing between constructive and unconstructive conflict Executing successful and cooperative conflict management skills Effective communication during conflict Dealing with uncooperative group members Distinguishing between constructive and unconstructive conflict

4. Objectives The trainees will be able to identify the responses to conflict. The trainee will be able to summarize the different conflict management styles. The trainees will be able to identify the responses to conflict. The trainee will be able to summarize the different conflict management styles.

5. Responses of Conflict Types of Responses Exit –Leaving physically, i.e. walking out or psychologically withdrawing Neglect –Denies or minimizes problems, disagreements, anger, tension, or other matters that could lead over to conflict Loyalty –Staying committed to a relationship despite differences Voice –Addresses the conflict directly and attempts to resolve it Responses can be… Active, Constructive, Destructive, Passive

6. Conflict Management Styles Cooperative –They seek solutions as opposed to viewing conflict as a game (win-lose situation) Cooperative –They seek solutions as opposed to viewing conflict as a game (win-lose situation) Avoiding –People who work hard to avoid conflict –Do not like to argue –Would rather withdraw when disagreement occurs Avoiding –People who work hard to avoid conflict –Do not like to argue –Would rather withdraw when disagreement occurs Competing –Person who wants to control –Someone who wants to get their own way –Some group members will be more dominant than others Competing –Person who wants to control –Someone who wants to get their own way –Some group members will be more dominant than others

7. Conflict Management Styles Con’t Accommodating –Put their interests last –Let others have what they want –Maintaining the friendship is more important Accommodating –Put their interests last –Let others have what they want –Maintaining the friendship is more important Compromising –When its important to satisfy some interests, but not all –“let’s split the difference” –“something is better than nothing” Compromising –When its important to satisfy some interests, but not all –“let’s split the difference” –“something is better than nothing”