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  • TR Conflict Management 13012011

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    Fayazuddin Muhammad
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    Conflict arises when an individual's needs are denied or when there are disagreements over resources, priorities, methods, or personalities. Common causes of conflict include poorly defined goals, lack of trust or cooperation, unclear roles, communication failures, and personality clashes. While conflict can cause stress, absenteeism, and decreased motivation, it can be managed effectively through collaboration, compromise, understanding different perspectives, listening skills, and flexibility. Overall, some level of conflict is inevitable and normal in organizations.

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    Conflict arises when an individual's needs are denied or when there are disagreements over resources, priorities, methods, or personalities. Common causes of conflict include poorly defined goals, lack of trust or cooperation, unclear roles, communication failures, and personality clashes. While conflict can cause stress, absenteeism, and decreased motivation, it can be managed effectively through collaboration, compromise, understanding different perspectives, listening skills, and flexibility. Overall, some level of conflict is inevitable and normal in organizations.

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    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
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    9 views19 pages

    TR Conflict Management 13012011

    Uploaded by

    Fayazuddin Muhammad
    Conflict arises when an individual's needs are denied or when there are disagreements over resources, priorities, methods, or personalities. Common causes of conflict include poorly defined goals, lack of trust or cooperation, unclear roles, communication failures, and personality clashes. While conflict can cause stress, absenteeism, and decreased motivation, it can be managed effectively through collaboration, compromise, understanding different perspectives, listening skills, and flexibility. Overall, some level of conflict is inevitable and normal in organizations.

    Copyright:

    Attribution Non-Commercial (BY-NC)
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    of 19

    ConflictManagement

    Conflict Management
    A Challenge
    Pleasewrite
    Please write
    OneSentence
    One Sentence
    Definitionofof CCOONNFFLLI ICCT.T.
    Definition
    Andwrite
    And writeany
    anyconflict
    conflictthat
    thatyou
    youhave
    havefaced
    facedand
    andcan
    cannever
    never
    forget. .
    forget
    Definition of Conflict

    A situation in which someone


    believes that his or her own
    needs have been denied.
    What Do You
    Think?
    When you hear the word . . .

    CONFLICT

    What do you think and


    what images come to you . . .
    General causes of conflicts

    Poorly defined goals


    Lack of cooperation/trust
    Unclear roles/lack of job
    description
    Communication failure
    Personality conflict
    Somecommon
    Some commonAreas
    Areasof
    ofConflict
    Conflict
    1. Preferred methods

    .
    The attitude like “My way is the right way”
    2. Sharing of resources

    When the resources are


    . limited, conflict is
    often a by-product
    3. Priorities

     
     Often people mistakenly think that
    others should share their priorities.
    4. Personality style differences

    People have different personality and


    social styles, all of which are important for
    effective teamwork.
    5. Power struggles

    The underlying need for control and


    power is at the root of many conflicts
    in the workplace
    Effects of conflict in organizations

    Stress
    Absenteeism
    Staff turnover
    De-motivation
    Non-productivity
    Conflict management

    Conflict management is the practice


    of identifying and handling conflict
    in a sensible, fair and efficient
    manner.
    Methods of Deal with Confliction
    Methods to deal with conflicts

    Competition (win-lose situation)


    Accommodation (win-win situation)
    Avoidance (lose-lose situation)
    Compromise (lose-lose situation)
    Collaboration (win-win situation)
    Conflict Table
    I win I lose

    You win Win-Win Lose-Win

    You lose Win-Lose Lose-Lose


    How to prevent conflicts
     Frequent meeting of your team
     Allow your team to express openly
     Sharing objectives
     Having a clear and detailed job description
     Distributing task fairly
     Never criticize team members publicly
     Always be fair and just with your team
     Being a role model
    KEY COMPONENTS IN
    RESOLVING CONFLICT
    GREAT LISTENING SKILLS

    FLEXIBILITY

    WILLINGNESS TO CHANGE

    AGREE TO DISAGREE
    Conclusion
    Conflict is unavoidable

    Interaction among workers


    Dependence of workers on one another
    Complexity of organizational
    relationship
    Conflict is a healthy sign not a negative
    process
    It reflects dynamics

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