Professional Documents
Culture Documents
Dr S.M. Israr
Aga Khan University Karachi, Pakistan
S.M.Israr
Learning Objectives
1. To define conflict 2. To understand the importance of utilizing appropriate personnel management skill to deal with conflicts 3. To review typical conflicts one is involved, and possible methods generally used 4. To become familiar with necessary skills in resolving conflicts
S.M.Israr
S.M.Israr
S.M.Israr
What is conflict?
A battle, contest or opposing forces existing
between primitive desires and moral, religious or ethical ideas ( Websters Dictionary) A state of incompatibility of ideas between two or more parties or individuals Conflict management is the practice of identifying and handling conflict in a sensible, fair and efficient manner
S.M.Israr
Types of conflict
S.M.Israr
Conflict Process
Antecedent conditions Perceived conflict Felt Conflict
Manifest behavior
Conflict Resolution Or Suppression Resolution aftermath
S.M.Israr
Antecedent Conditions
Scarce Resources Conflicting attitude Ambiguous jurisdiction Communication barriers Need for consensus Unresolved prior conflicts Knowledge of self and others
S.M.Israr
S.M.Israr
S.M.Israr
Now.
Individual Exercise
S.M.Israr
Conflict Table
I win You win Win-Win I lose Lose-Win
You lose
Win-Lose
Lose-Lose
S.M.Israr
S.M.Israr
Case Study
Conclusion
Conflict is unavoidable
Complexity of organizational relationship Interaction among workers Dependence of workers on one another
S.M.Israr
Conclusion (Contd)
Conflict is a healthy sign not a negative process It reflects dynamics
S.M.Israr
Conclusion (Contd)
Poorly managed conflicts Unfavorable with counter productive results Problems and negative attitude
Well managed conflicts Stimulate competition Identify legitimate differences Powerful source of motivation
S.M.Israr