Professional Documents
Culture Documents
Interpersonal Conflict
Interpersonal Conflict
Diagnosis:-
The diagnosis of interpersonal conflict can be
performed by such methods as self-reports,
observation, and interviews.
Measurement:-
Process
Structural
Process
The objective of a process intervention is to help the
organizational members to enhance their integrating
style of handling conflict by changing their attitudes
and behavior.
A transactional analysis training may be useful for
them.
Transactional Analysis:- A transactional analysis
intervention can enable the members of an
organization to improve their communication skills
and consequently the styles of handling conflict with
superiors, subordinates, and peers.
Aspects of Transactional Analysis
1) Structural Analysis
2) Transactional Analysis Proper
3) Life Positions
1) Structural Analysis
Structural analysis is the study of ego states. Human
beings interact with each other in terms of three
psychological states which are:
a) Parent ego state: It reflects the attitudes, values,
and behavior of authority figures, especially parents.
b) Adult ego state: It represents the rational part of
personality.
c) Child ego state: It reflects the experiences and
conditions of early childhood.
2) Transactional Analysis Proper
a) Complementary Transaction
b) Uncomplementary Transaction
c) Ulterior Transaction
a) Complementary Transaction:- Complementary
transaction occurs when they are parallel; that is, a
message sent from one ego state receives an expected
response from the appropriate ego state of the
other party.
b) Uncomplementary Transaction:- It occurs when
a message from one ego state receives a response from
a different ego state than intended.
This happens when stimulus and response cross on the
P–A–C transaction diagram.
c) Ulterior Transaction:- It occurs when the overt
stimulus indicates a transaction at one level but the
underlying intent of it may place the transaction at
another level.
3) Life Positions:-
If an individual is communicating primarily from one
ego state, it can correspond to one of these four
positions:
Structural
The two structural arrangements that are
necessary to deal with conflicts between two
parties when they fail to resolve their
disagreements are:
a) Appeal to Authority
b) Use of Ombudsmen
a) Appeal to Authority
Organizations allow members to appeal to a common
superior if two or more members, at the same
organizational level, fail to resolve their
disagreements.
The common supervisor can make a decision that will
be binding on the two parties involved in conflict, and
the supervisor has the right to enforce her or his
decisions.
This system can work effectively if the supervisor is
respected by the conflicting individuals, understands
the complexity of the problems, and is able to make a
good decision.
b) The Use of Ombudsmen
An ombudsman is a mediator who ensures fair and
just application of the rules and procedures of an
organization for the management of conflict between
two or more parties.
Ombudsmen can only make recommendations.
Two types of corporate ombudsmen:
o Helping
o Fact-finding