Loading presentation...

Present Remotely

Send the link below via email or IM


Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.


Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Driven to Conflict

No description

on 3 December 2013

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Driven to Conflict

"Driven to Conflict"
II. Conflict is... ?
“...an expressed struggle between at least two
interdependent parties who perceive incompatible goals, scarce resources, and interference from
others in achieving their goals.” (Wilmot and Hocker 2013)
I. Background and Scenario
Summer of 2013
Two main parties: Myself and my parents
I was working with two friends as a construction and odd jobs contractor.
I often used my Toyota 4Runner to haul materials and tools.
My parents decided that they wanted me to stop using the 4Runner as a work truck.
I did not want to give up the freedom of finding my own work.
My family members and I often allow our emotions to reach a high intensity during conflicts...
III. "TRIP" Goals (continued)
III. "TRIP" Goals
"People in conflict pursue four general types of goals: (1) topic or content, (2) relational, (3) identity (or facework), and (4) process." (Wilmot and Hocker 2013)
“The thing is, you cannot ask people to coexist by having one side bow their heads and rely on a solution that is only good for the other side. What you can do is stop blaming each other and engage in dialogue with one person at a time."
-Izzeldin Abuelaish
IV. Conflict Styles
IV. Conflict Management Styles (continued)
V. How it Could Have Been Handled More Effectively...
VI. Conclusion
VII. References
By: Case Friedrich
I. Conflict Background and Scenario
II. Wilmot and Hocker's academic definition of "conflict"
III. Description and Analysis of "TRIP" Goals
IV. Description and Analysis of Conflict Management Styles
V. How the Conflict Could Have Been More Effectively Handled
VI. Conclusion
VII. References

"...an expressed struggle..."
"... at least two interdependent parties..."
"...incompatible goals..."
"...scarce resources..."
"...interference from others..."
Topic Goals: What does each person want?
Relational Goals: Who are we to each other?
Identify Goals: Who am I in this interaction?
Process: What communication process will be used? (Wilmot and Hocker 2013)
"Conflict styles are patterned responses, or clusters of behavior, that people use in conflict." (Wilmot and Hocker 2013)
Concern for Others
Concern for Self
Utilization of "XYZ Statements"
Lowering of Emotional Intensity (Verbal Aggresiveness)
Use of "fractionation", or the idea that a conflict "can be broken down from one big mass into several smaller, more manageable conflicts." (Wilmot and Hocker 2013)
I have talked about...
A conflict I experienced this summer
Wilmot and Hocker's five-part definition of conflict and why my conflict met those criteria
Wilmot and Hocker's "TRIP" Goals and their presence in my conflict
The Conflict Styles used by each party in my conflict
Hypothetical suggestions for how my conflict could have been more constructively handled
Topic (Major Importance)
Topic (Major Importance)
Relational (Secondary Importance)
Relational (Secondary Importance)
Identity (Secondary Importance)
Identity (Secondary Importance)
Process (Minor Importance)
Relational (Major Importance)
Relational (Major Importance)
Identity (Major Importance)
Identity (Major Importance)
Process (Major Importance)
(Compromising attempt)
(Both parties eventually switched to avoidance as neither side was cooperating)
Wilmot, W. W., & Hocker, J. L. (2013). Interpersonal Conflict (9. ed.). New York, NY: McGraw-Hill. (p. 13, 75, 77, 80-81, 145-146, 173, 216, 218)
Full transcript