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Conflict is the process in which one party (person or group)
perceives that its interests are being opposed or negatively affected by
another party. This implies some incompatible concerns among the people
involved and includes a variety of conflict issues and events. Conflict
management consists of diagnostic processes, interpersonal styles and
negotiation strategies that are designed to avoid unnecessary conflict and
reduce or resolve excessive conflict.
There are three types of intra-personal
(within an individual) conflict that may be associated with trying to make a
decision. In approach-approach conflict, an individual must choose among two or
more alternatives, each of which is expected to have positive outcomes. A child
trying to select one of four liked flavors of ice cream faces an
approach-approach conflict. In an avoidance-avoidance conflict, an individual
must choose among two or more alternatives, each of which is expected to have
negative outcomes. The choice of resigning or being fired from one's job would
be an example of an avoidance-avoidance conflict. In the approach-avoidance conflict, an
individual must decide whether to do something that is expected to have both positive
and negative outcomes, such as reporting unethical actions by one's boss, this
might lead to positive recognition for courage by upper-level management, but
distrust and dislike by peers and members of lower management who view the
action as disloyal and potentially threatening.
