Conflict In Conflict Management

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Introduction It is a case of conflict which occurred in Population Services International/Myanmar (PSI/M), a social marketing INGO implementing in health sector of Myanmar. There are 1,100 national staff and 6 expatriates working in it. The main actors in the conflict are David and Cherry. David is chief operation officer who is managing four operation departments: Health Services Department (HSD), Communication, Sales and Targeted Outreach Program Department. Cherry is deputy director (technical services unit) who reports to HSD director, the author of the article. In her technical services unit, there are 6 managers and 24 officers. Background of personal characters and attitudes David is bluff and rarely listens attentively what others…show more content…
Macaleer and Shannon (as cited in Morrison, 2008) describe that Emotional Intelligence (EI) is a blend of emotional and interpersonal competencies that affect one 's behavior, thinking and interaction with others. Thus, EI also plays a key role in conflict generation and management. Goleman et al. (as cited in Morrison, 2008) classify the two competencies into two categories: personal competencies including self-awareness and self-management and social competencies including social awareness and relationship management. In the story, both parties could not read and understand their own emotions and they even keep negative emotions. If they know their personality type and they can improve their weakness of communication, the conflict will not occur. Moreover, David should use principle centered leadership rather than coercive leadership. Principle-centered leadership finds its power in the mutual respect so that it makes trustful relationship when he deals with "ISFJ" type individual who values belongingness, responsibility and…show more content…
The conflict started with differences of opinion on role of HSD Vs. communication but it escalated to disagreement when Cherry perceived that he had favoritism and finally led to discord because David criticized her behavior and forced her to accept his decision. The conflict is personality based because it generates strong emotion from different temperaments. Moreover, her previous perception on David 's behavior and prejudice is also important underlying factor of the conflict. Thus, it is necessary to address attitude, behavior and underlying context for conflict resolution. The strategy for conflict intervention should be negotiation between two parties or facilitation of third party for communication between two parties. There are five styles of handling interpersonal conflict: avoiding, accommodating, competing, compromising and collaborating. For the case, it is a complex in nature because all HSD managers involve in resisting David. Therefore, "collaborating" style is appropriate than other styles such as avoiding, compromising, accommodating and competing. Instead, HSD director chose an avoiding in the real
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