ORGANISATIONAL CONFLICT AND CONFLICT MANAGMENT
Shivsagar Mukherjee MBA Second Sem. (A.P.I.M.) Sub-Organizational Behaviour
Understand the relationship between conflict and the organization Identify sources and types of organizational conflict Appreciate different perspectives on conflict within the organization
Employ various conflict handling strategies and styles Identify conflict outcomes to the organization
Introduction Of Conflict
Conflict…what is it?
A fight, a collision, a struggle, a contest; Opposition of interests, opinions and purposes; Mental strife, agony.
Concise Oxford Dictionary
Conflict soak up our time, attention and energy like a sponge, and direct our focus away in issues that are not central to the tasks at hand. Conflicts wasted 42% of work hours of an average work team 50% of turn-over is related to conflicts at work.
DO YOU WANT CONFLICT?
Think of conflict as the appearance of differences, an opportunity to confront and work with the issues Constructive confrontation leads to “break through” solutions that integrate the best view and ideas from both sides
Definition of Conflict
Conflict Interaction of persons who perceive incompatible goals and interference from one another in achieving those goals
A process that occurs when a person or group believes that others have or will take action that is at odds with their own goals and interests.
Nature Of Conflict
Conflict is inevitable in any
group that is together for any length of time. Different people will have different viewpoints, ideas, and opinions. Conflict occurs whenever there is no internal harmony within a person, or whenever there is disagreement or a dispute between individuals.
Negative Connotations of Conflict
Getting angry is a waste of time. They don’t understand me. I am afraid that how they will treat me later Confrontation is unprofessional. They will counter my argument and thrust my views and ideas.
Changing Concepts on Conflict
CHANGING VIEWS ON CONFLICT: Traditional view: Conflict is destructive & unnecessary Modern view: Conflict is inevitable, & may produce better organisational performance
Changing views on Conflict (CONT.)
STIMULATING CONFLICT: Build group diversity Communicate to provoke change Encourage competition
Sources of Conflict
Organizational Change Personality Clashes Different set of value systems Threat to status Lack of Trust Interdependency and roles ,tasks and reward systems Scarcity of resources Miscommunication
Outcomes of Conflict
Functional Conflict or Dysfunctional Conflict Assertive or Cognitive Conflict
Conflict & Performance
Level of Performance
Level of Conflict
Types Of Conflict
Task Conflict Relationship Conflict Process Conflict Individual Conflict Intrapersonal Conflict Intergroup&Intragroup Conflict Line& Staff conflict Interorganizatioinal Conflict
Sources of Conflict Perceptions of Conflict Participant Intentions Resolution Strategies Conflict Outcomes
Sources of Conflict
Organizational Change Personality Clashes Different set of value systems Threat to status Lack of Trust Interdependency and roles ,tasks and reward systems Scarcity of resources Miscommunication Contrasting Perception
Perceptions of Conflict
This Stage is Important for the Conflict Process as it decides whether the conflict will proceed towards further Stages or not. Perceptions can be of Two Types
Conflict Outcomes are a product of Participant Intentions say P and as well their Strategies say S Conflict Outcomes=(P*S) So it can be said whatever outcome of various Conflict is obtained in this corporate world as well as in the Social Human life, is proportional to the Participant Intentions
Collaborating - I win, You Win Competing - I win, You lose Accommodating - I lose, You win Avoiding - You pass, I pass Compromising - You bent, I bent
Outcomes of Conflict
Functional Conflict or Dysfunctional Conflict From the outcomes it can be either Beneficial Disastrous Beneficial Leads to Convergence of energy in case of individuals /groups Disastrous leads to Divergence of energy for the conflicting parties
Conflict Management is the technique to stop /convert the divergence of energy flow to convergence in any working environment Or It can be said as the mere technique to convert Dysfunctional conflict to Functional one by adopting some conflict resolution techniques.
Conflict Management Techniques
Communication Bringing in Outsiders Restructure the Organization Adopting the Carrot and Rabbit Technique Authoritative Command Management of Scarce Resources Integrated goal establishment Less Interdependence
Quotes of Conflict Resolvment
“In an Alliance there is always a give and take policy” By Kamal Nath “If the Creator had a purpose in equipping us with a neck, he surely meant us to stick it out”. By Arthur Koestler “Engage in Conflict Always” True or Not
For being a patient listener Interactive session I had with all of you.
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