GOOD MORNING

Presentation Given
by
Amit bansal
Roll no.804
 INTRODUCTION

The term conflict may mean different

things to different persons.It may be
regarded as the disagreement or
hostility between individuals or groups
in the organisations
 Definition of conflict mgmt.

“conflict has been defined as the condition of

objective incompatibility between values and goals;
as the behaviour of deliberately interfering with
another’s goal achievement;and as emotionally in
terms of hostility.descriptive theorists have
explained conflict behaviour in terms of objective
conflict of interest,personal styles,reactions to
threats,and cognitive distortions.”
 Nature of conflict mgmt.
1. Conflict arises because of incompatibility of two or
more aspects of an element
2. Conflict occurs when an individual is not able to
choose among the available courses of action.
3. Conflict is a dynamic process as it indicates a series of
events.
4. Conflict must be perceived and expressed by the parties
to it.if no one is aware of a conflict, it is generally
agreed that conflict does not exist even though there
may be incompatibility in some respect.
 Positive and negative aspects of
conflict
In general, people perceive conflict having negative
connotations.the basic reason behind this is that they
see the conflicts between two groups of the
organisations.
There are three approaches for looking at consequences
of conflicts:
1. Traditional view
2. Human relations view
3. Interactionist view
 Traditional view
Traditionally,conflicts in the organisation have
been taken negatively. they have a belief that
conflicts produce disequilibrium in the
organisation
Note:-Fayol has suggested that if there is a
conflict between individual and
organisational interest must prevail over the
individual interest.he has included this in his
fourteen principles of management.
 Human Relations view

Human relations view treats that conflict

is a natural phenomenon of any group or
organisation.conflicts arise because of
individual differences in terms of
values,goals,and perceptions.
 Interactionist view
This view is based on the belief that conflict is
not only a positive force in a group but is also
necessary for a group to perform effectively.

“ In the light of these divergent views about the

consequences of conflicts,we may arrive at some
conclusions if we analyse the positive and
negative aspects of conflicts.
 Positive
aspects of conflict
1. Conflicts provide challenging work
environment as these develop high degree of
competitioin.
2. Conflicts may be used as a device to overcome
many frustrations and tensions.
3. Conflicts provide opportunities to individuals
and groups to think again and take a more
concrete view of the situation.
 aspects
Negative aspect ofisconflict
of conflict based on
dysfunctional consequences in the
organisation.Dysfunctional consequences of
conflict may be specified in two terms.
• Conflict as a cost
• Conflict as a source of disequilibrium
 Functional and dysfunctional
aspects of conflict
• After going through the Functional and
dysfunctional aspects of conflict, we can
derive that high degree of conflict is
dysfunctional.and low degree of conflict is
also not a functional because it does not
enthuse people for better performance. It is
the optimum level of conflict which is
functional as shown in next slide
Relatioinship between level of
conflict and its functionality
• This is the
optimum level of
conflict which is
functional
 Level of conflict

1. Individual level conflict

2. Group level conflict
3. Organisation level conflict
 Individual level conflict

In an organisation, conflict may occur at the

individual level in the form of
intraindividual & interpersonal conflict
 Group level conflict

In an organisation, conflict may occur at the

group level in the form of intragroup &
intergroup conflict
 Organisation level conflict

In an organisation, conflict may occur at the

organisation level in the form of
intraorganisational & interorganisational
conflict
 Conflict Resolution
As such, whenever conflicts arise, these have to
be resolved by some specific actions. Some
major actions in conflict resolution take
place in the following ways:
1. Problem solving
2. Avoidance
3. Smoothing
4. Compromise
5. Confrontation
 Conclusion

“ optimum level conflict is necessary for

organisational effectiveness. It is a challenge
before the managers to maintain this optimum
level..”
Thank you