abhishreshthaa
New member
Five-P's of Conflict Management:
1. Perceptions:
People associate conflict with negative responses such as anger, fear, tension, and anxiety. Rarely do we perceive any benefits from being involved in a dispute. Our negative perceptions impact our approach in resolving conflict as we strive to eliminate the source of these negative feelings.
2. Problems:
Anyone can be involved in a conflict, and the amount of time, money, and equipment needed for resolution will vary according to its complexity.
3. Processes:
There are different ways to go about resolving disputes: Suppress the conflict, give in, fight, litigate, mediate, etc.
4. Principles:
We determine the priorities of all resolution processes on the basis of an analysis of our fundamental values regarding efficiency, participation, fairness, compliance, etc.
5. Practices:
Power, self-interest, and unique situations are all factors relating to why people resolve disputes the way they do.
1. Perceptions:
People associate conflict with negative responses such as anger, fear, tension, and anxiety. Rarely do we perceive any benefits from being involved in a dispute. Our negative perceptions impact our approach in resolving conflict as we strive to eliminate the source of these negative feelings.
2. Problems:
Anyone can be involved in a conflict, and the amount of time, money, and equipment needed for resolution will vary according to its complexity.
3. Processes:
There are different ways to go about resolving disputes: Suppress the conflict, give in, fight, litigate, mediate, etc.
4. Principles:
We determine the priorities of all resolution processes on the basis of an analysis of our fundamental values regarding efficiency, participation, fairness, compliance, etc.
5. Practices:
Power, self-interest, and unique situations are all factors relating to why people resolve disputes the way they do.