1. INTRODUCTION TO
INTERPERSONAL COMMUNICATION
ASSIGNMENT NO 01
GROUP NO 05
Group members
 K.W.R.C.P.KUMARA (TC/IS/2010/CS 10)
 D.H.WITHARANA (TC/IS/2010/CS/27)
 S.W.N.S.SUMANAPALA (TC/IS/2010/CS/29)
 G.S.DARSHINI (TC/IS/2010/CS/07)

5. Interpersonal conflict exists when
people who depend on each other
express different views, interests,
or goals that they perceive as in
compatible or opposed.
Defining Interpersonal
Conflict

6. Interpersonal conflict is expressed dis
agreement, struggle, or discord.
Conflict exists only if dis agreements or tensions are
expressed in same way.
Some times we express dis agreement overtly or
directly, such as by saying ,
‘’ I am furious with you’’
Conflict are more convert or indirect, such as
deliberately not answering the phone because you
are angry with the caller.
Expressed Disagreement

7. Interpersonal conflict can occur only
between people who depend on each
other in the area of the conflict
Interpersonal conflict exists only when
it is expressed by people who affect
one another.
Interdependence

8. Conflict is more than just having differences
we differ with people about many things, but
this doesn't invariably lead to conflict.
Ex:- My – in – laws don’t like large dogs , and
we don’t like small ones.
Conflict involves tensions between
goals, preferences, or decisions that we feel
we need to reconcile.
Conflict involves two perceptions.
The Felt Need For Resolution

10. Many people view conflict as inherently
negative. But that is a misunderstanding.
1)Conflict is natural in relationships.
Conflict is normal , inevitable part of most
interpersonal relationships . when people
matter to each other and affect each other ,
disagreements are unavoidable
Principles of Conflict

11. When we defined conflict ,we noted that
disagreement can be expressed either overtly .
over conflict is out in the open and explicit.
1)Conflict can be managed well or poorly.
2)Conflict can be good for individuals and
relationships.
Conflict maybe overt or covert

12. Our cultural membership and
socialization in particular social
communities effect how we view and
respond to conflict.
I. Cultural differences regarding conflict.
II. Differences among social communities.
Social groups shape the meaning of
conflict behavior's

13. People respond to conflict in a variety of
ways’ from physical attack to verbal
aggression to collaborative problem
solving.
Conflict can be managed well or
poorly

14. We deepen insight into our ideas
and feelings when we express them
and get response from others.
Conflict can be good for
individuals and relationships

16. LOSE-LOSE
WIN-LOSE
WIN-WIN

17. A lose- lose orientation assumes that conflict
result in losses for everyone and that it is
unhealthy and destructive for relationships.
The lose-lose orientation is not usually
beneficial in dealing with conflicts in
relationships.
LOSE- LOSE

18. Win-lose orientation assume that one person
wins at the expense of the other.
The win-lose orientation is cultivated in
cultures that place value on individualism,
self- assertion, and competition.
A win-lose approach to conflict is not
common in cultures that place priority on
cooperation .
WIN LOSE

19. That are usually ways to resolve difference so
that gains.
A win – win resolution is often possible.
Win-win attitudes result in compromises that
satisfy enough of each person’s needs to
provide the health of the relationship.
WIN-WIN

21. Exit Voice
LoyaltyNeglect
Responses Conflict
Active
Constructive
Passive
Destructive

22. The Exit response
The Neglect response
The Loyalty response
The Voice response
Responses to conflict

23. The exit response involves physically walking
out are psychologically withdrawing.
Refusing to talk about a problem is an
example of psychological exit.
Ending a relationship and learning when
conflict arises are examples of literal exit.
Because exit doesn’t address problems, it is a
forceful way to avoid conflict , it is active.
The Exit response

24. The neglect response denies or minimizes
problems, disagreement, anger, tension or
other matters that could lead to overt
conflict.
Neglect generally is destructives because it
doesn’t resolve tension.
It is passive because it avoids discussion .
Either the person thinks that escalating the
disagreement will harm everyone, or the
person thinks that he or she will lose it the
conflict is allowed to progress.
The Neglect response

25. The loyalty response is staying committed to
a relationship despite differences.
In other words the person who adopts
loyalty as a response to conflict decides to
stay in a relationship and tolerate the
differences.
Loyalty is silent allegiance that doesn’t
actively address conflict, so it is a passive
response.
The Loyalty response

26. The voice response addresses conflict
directly and attempts to resolve it.
People who respond with voice identify
problems or tensions and assert a desire to
deal with them.
Thus , voice often is the most constructive
way of responding to conflict in enduring
intimate relationship.
The Voice response

28. Constructive Unproductive
Validation of each other Disconfirmation of each other
Sensitive listening Poor listening
Dual perspective Preoccupation with self
Recognition of other’s Cross- complaining
concerns
Asking for clarification Hostile mind reading
Infrequent interruptions Frequent interruptions
Focus on specific issues Kitchen-sinking
Compromises and contracts Counterproposals
Useful meta communication Excessive meta communication
Summarizing the concerns Self – summarizing by both partners
Constructive and
Unproductive communication

29. Compromise is giving up a little to gain
little as a quick resolution
trading
random selection or flipping a coin
beware of too much compromising
on one side
Outcomes of conflict

30. Win-win solutions please both
parties
Lose-lose solutions solves conflict
but no one is happy
Separation removes you from the
relationship
Decide to agree with the other
person.

31. Conflict management is how we
engage in conflict
It is how address disagreements
with our relational partners

32. Escapist strategies avoid the issues
Challenging strategies promotes your
point of view like assertiveness
Managing conflict

33. Attend to the relationship level of meaning
Communicate supportively
Listen mindfully
Take responsibility for your thoughts feelings and issues
Check perceptions
Look for points of agreement
Look for ways to preserve the others face
Imagine how you will feel in the future
Conflict management skills

34. Cooperative strategies
Benefit the relationship and serve mutual
goals
Avoid verbal aggressiveness
Probing asking questions
Negotiating alternatives

36. Respect the right to disagree
Express your real concerns
Share common goals and interests
Open yourself to different points of view
Listen carefully to all proposals
Understand the major issues involved
Think about probable consequences
Imagine several possible alternative solutions
Offer some reasonable compromises
Negotiate mutually fair cooperative agreements

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39. Communication is systemic which means it
occurs in contexts and it is composed of
many interacting parts. Applying the
principal of system to conflict we can see
that how we deal with conflict is shaped by
the overall system of relationship and
communication.

40. Timing effects how we communicate
about conflicts. There are three ways
to use chronemics so that conflicts are
most likely to be effective .first try not
to engage is serious conflict discussions
at time when one or both people will
not be fully present psychologically.

41. When conflict exists two people
who care about each other & want
to sustain a good relationship. Win-
win style is usually the best choice.

42. we are emphasized the importance
of honoring yourself ,others, and
relationship.
It’s important to keep all three in
balance, especially when conflict arise.

43. Grace is sometimes appropriate .
Grace is granting forgiveness or putting
aside our own needs when there is no
standard that says we should or must do
so. grace is not forgiving when we
should (for instance , excusing people
who aren’t responsible for their actions.

44. THANK YOU !