6 months ago
Ode to your Soul
Welcome to my homepage. The image of the picture was captured during my trip to Melbourne in October 2007.
Saturday, October 4, 2008
Mr Tan Kin Lian
Recently learnt from my close friend that former NTUC Income Chief Mr Tan Kin Lian who retired on 28 February 2007 has one of the most impressive hit on the number of visitors visiting his blog at http://tankinlian.blogspot.com/. He has amassed an amazing 495,430 plus visitors and still counting. One has to log in and read his article to know why...
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2 comments:
The correct blog is at http://www.tankinlian.blogspot.com instead.
Just to share what I recently read on the subject of Conflict.
DEALING WITH CONFLICT
Conflict Basics
Conflict can be defined as differing points of view or actions that seem to be contradictory, in disagreement, or out of harmony. Use of the word “seem”, because often people think they disagree when in reality they don’t – sometimes they just haven’t communicated well enough to realise that they are expressing the same idea, but with different words or from different perspectives. Whether we truly disagree or not, our perception of disagreement determines the reality.
Conflict is not the same as contention. Conflict has to do with perceived differences, whereas contention involves an emotional component. Differences don’t need to generate anger or bad feelings. People have a choice in how they respond to the situations. Proactive people take responsibility for their choices and actions, including their emotions.
Conflict can be either constructive or destructive, but contention is almost always destructive and should be avoided. Usually, a better choice can be found.
Conflict is part of life. All people are unique, with different backgrounds, training, values, ways of thinking, skills and limitations. That’s not a bad thing. Without differences in people, every committee would consist of one person in a room full of mirrors – all responding with lockstep opinions and attitudes. There is a basis for the saying that two heads is better than one.
There is no best way to manage conflict. Every case is different. Although the principles of conflict management don’t change, the application of the principles changes according to the situation.
Conflict can be constructive. It has the potential to:
- increase communication
- promote creativity
- improve procedures
- increase understanding
- motivate change
- enhance personal growth
- improve productivity
- lead toward synergy
At the same time, conflict has the potential to hinder these growth opportunities. Whether conflict helps or hurts a situation depends on how people involved handle the conflict.
Reasons for Conflict
Most conflicts are due to one or more of the following, in order of increasing difficulty to resolve or to manage:
- perceived disagreement on the facts
- poor communication
- perceived differences in methods
- perceived differences in objectives
- perceived differences in values
Approches to Conflict-management
Conflict-management approaches can be organised into six categories:
- preventing
- avoiding
- competing
- accommodating
- compromising
- collaborating
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