ONDIECK OTOYO
JF-Expert Member
- Nov 28, 2013
- 254
- 44
TO. MR. SAMWEL SITTA & OTHER LEADERS IN TANZANIA
conflict is a fact of life; conflict has value in organizations because it:
1. spotlights problems that require attention
2. forces clarification
3. can invigorate leaders to strive for permanent solutions
4. directs the efforts or the organization toward finding solutions
5. counteract lethargy that can overtake organizations
6. challenges old habits and restores dynamic creativity that existed during the organization's formative stages
7.stimulates interest and curiosity.
Conflict is the gadfly of thought it stirs us to observation and memory. it instigates to invention. it shock us out of sheep like passivity, and set us at noting and contriving....Conflict is a sine qua non of reflection and ingenuity.
sources of conflict; conflicts occur in every part of life. but why? the six common are;
1. Perceptual differences.
2. Priority of value differences.
3. Different expectations or role pressures.
4. Divergent goals. 5. Self-esteem or status threat.
6. Personality clashes.
skills for resolving conflict;
In any conflict between two parties, the approach and style for resolving conflict depends upon; assertiveness;. when important goals are at stake, leaders need to show assertive actions in pursuing the organization's view, needs, and goals. if the results have little importance, effective leaders wisely withhold assertive action.
responsiveness;.
How highly leaders (or groups) value the views, needs, and goals of the other party and the keeping of a good relationship with them, determines the level of response. leaders need expertise in these two skills (assertiveness and responsiveness) both in resolving conflict situations and in dealing with people in general.
To summarize;
Through non-assertive (submissive) behavior people usually hurt themselves by their own self-denial. If they have an overly developed ''polite'' response, they lose the right to act as they would like to, are unable to express their true feelings, and usually do not achieve their goals.
Through aggressive behavior, people usually achieve their goals by hurting or infringing on the rights of others. This results in vengeance and hatred from others and makes them feel anxious.
Though assertive behavior, people usually achieve their goals without hurting others' rights and feelings, or foregoing the expressing of their own opinions. Assertive behavior enhances self and gives honest expressions of feelings and viewpoints.
Self-assertion leads to;
i) Increased self- respect
ii) Increased respect others
iii) More control over life
iv) More influence on external events
v) Greater freedom from pressures or others' opinions
vi) More flexibility in interactions with others
vii) More inter-personal power
viii) Enhanced inter-personal skills and less manipulation by others.
conflict is a fact of life; conflict has value in organizations because it:
1. spotlights problems that require attention
2. forces clarification
3. can invigorate leaders to strive for permanent solutions
4. directs the efforts or the organization toward finding solutions
5. counteract lethargy that can overtake organizations
6. challenges old habits and restores dynamic creativity that existed during the organization's formative stages
7.stimulates interest and curiosity.
Conflict is the gadfly of thought it stirs us to observation and memory. it instigates to invention. it shock us out of sheep like passivity, and set us at noting and contriving....Conflict is a sine qua non of reflection and ingenuity.
sources of conflict; conflicts occur in every part of life. but why? the six common are;
1. Perceptual differences.
2. Priority of value differences.
3. Different expectations or role pressures.
4. Divergent goals. 5. Self-esteem or status threat.
6. Personality clashes.
skills for resolving conflict;
In any conflict between two parties, the approach and style for resolving conflict depends upon; assertiveness;. when important goals are at stake, leaders need to show assertive actions in pursuing the organization's view, needs, and goals. if the results have little importance, effective leaders wisely withhold assertive action.
responsiveness;.
How highly leaders (or groups) value the views, needs, and goals of the other party and the keeping of a good relationship with them, determines the level of response. leaders need expertise in these two skills (assertiveness and responsiveness) both in resolving conflict situations and in dealing with people in general.
To summarize;
Through non-assertive (submissive) behavior people usually hurt themselves by their own self-denial. If they have an overly developed ''polite'' response, they lose the right to act as they would like to, are unable to express their true feelings, and usually do not achieve their goals.
Through aggressive behavior, people usually achieve their goals by hurting or infringing on the rights of others. This results in vengeance and hatred from others and makes them feel anxious.
Though assertive behavior, people usually achieve their goals without hurting others' rights and feelings, or foregoing the expressing of their own opinions. Assertive behavior enhances self and gives honest expressions of feelings and viewpoints.
Self-assertion leads to;
i) Increased self- respect
ii) Increased respect others
iii) More control over life
iv) More influence on external events
v) Greater freedom from pressures or others' opinions
vi) More flexibility in interactions with others
vii) More inter-personal power
viii) Enhanced inter-personal skills and less manipulation by others.
