Teamwork & Managing People Flashcards
5 Conflict Management Styles
- Avoiding
- Accommodating
- Compromising
- Competing
- Collaborating/Problem-Solving
Avoiding
Ignores issues and delays or withdraws from conflict.
Pros - avoids wasting time on no-win or trivial conflicts, allows time to ‘cool down’ and consider options.
Cons - viewed as incompetent, failure to reach solutions.
Accommodating
Sacrifices own needs to pacify others.
Pros - maintains peace, able to recognise being in the wrong, benefits others when issue is more important to them.
Cons - viewed as weak, builds internal resentment, personal needs remain unmet.
Competing
Sacrifices the needs of others to maintain or improve own position.
Pros - defending rights or morals, allows for rapid decision-making, prevents hazardous opposing decisions.
Cons - viewed as unreasonable/authoritarian, builds external resentment, others needs remain unmet.
Compromising
Pursuing the middle-ground by persuading everyone to partially compromise on their needs.
Pros - allows for decision-making under time constraints, solution to impasse, provides temporary solutions.
Cons - everyone experiences suboptimal outcomes, reduces group morale, others are reluctant to resolve future conflicts.
Collaborating
Recognising the interests of all stakeholders and encouraging equal participation in collaborative problem-solving process.
Pros - suits multi-party decisions, protects relationships, promotes win-win solutions.
Cons - time-consuming.
9 Principles of Negotiation
- Focus on the issue - seek facts, reframe to problems, use objective criteria.
- Consider all perspectives - focus on needs not positions, identify common ground.
- Value relationships and outcomes - be hard on the problem not the person, open communication.
- Choose appropriate setting - time, place, people and environment.
- Foster collaborative atmosphere
- Pursue win-win solutions - focus on creating value for both sides, invent options for mutual gain, consider outcomes that address ‘common good’.
- Manage emotions - respond don’t react, remain calm, don’t engage in unfair tactics, take breaks.
- Seek help from others
- Review and evaluate - summarise/re-cap, make clear agreements.
Transactional Analysis (define)
Model of people and relationships based on two notions:
(1) We have three parts to our personality which we shift between in response to people, events, and situations.
(2) We converse with others by transacting between these states.
Parent Ego State (define)
State of thinking/feeling/behaving based on how one’s parents (or authority figures) acted.
Self-view - ‘I am more capable/knowledgeable than others and therefore responsible for them and myself’
View of others - ‘Others are smaller or helpless and require protection or control’
Firm vs Controlling - constructive, organised, boundary-setting vs judgemental, manipulative, dismissive.
Nurturing vs recusing - supportive, caring vs smothering, invasive, over-protective.
Child Ego State (define)
State of thinking/feeling/behaving as one did in one’s childhood.
Self view - ‘I am inferior or entitled to less than others’
View of others - ‘Others are bigger, more powerful or entitled to more than me’
Free vs withdraw - unaware, vulnerable, playful vs egocentric, inconsiderate, defiant of authority.
Adaptive vs conforming/rebellious - reactive to environment, accommodating, cooperative, assertive vs people-pleasing/helpless OR rebellious/anti-conformist
Adult Ego State (define)
State of thinking/feeling/behaving in response to the here-and-now, drawing on life experience and with realistic/objective appraisal of experiences.
Self-view - ‘I am equal to others and responsible for myself’
3 Transaction Types
- Complimentary transactions – occur when people are at the same level; stable and able to continue indefinitely.
- Crossed interactions – occur when people are at different levels; unstable and result in transaction ending or shift in ego state by one/both parties.
- Split transaction– occur when the surface appearances of transactions don’t match the ulterior motives of the parties involved.
Games (define)
Con + Gimmick –> Responses/Exchanges –> Switch –> Cross-Up –>Pay-Off
Player A initiates game with con (an invitation in form of split transaction). Player B accepts the con on both levels and reveals their gimmick (a need that can be exploited by A) . Change of states occurs at the end of a game. Period of disorientation when the target of the game realises what has transpired. Instigator feels justified and superior; target feels foolish and unskilled.
3 Levels of Games
- First degree – mild and acceptable in players’ social group.
- Second-degree – socially unacceptable, players’ distance themselves from game and don’t share with others.
- Third-degree – result in severe harms (e.g. injury, death, criminal charges).
Dealing with Games
Before – understand structure of games you play, identify, and defuse your gimmicks.
Starting – lookout for discounts (i.e. statements that distort/deny reality) and ‘slippery feel’.
During – share awareness of game with other player, respond from adult, respond from different states than the game invites, unplug.
