SOFT SKILLS PRESENTATION

CONFLICT RESOLUTION
GROUP SIX
 GROUP MEMBERS
Pushkar Dhamane Vai bhavi Karyamol parikshit mahajan

anandita bummerkar Atharv ai lawar Atharva goswami

Inesh pawara shyam Gi rgaokar Yash Shelke

what is
CONFLICT
A conflict is a struggle and a
clash of interests, opinions, or
even principles.
 TYPES OF
CONFLICTS
Types of conflicts are classified based on the relationship two people or
a group of people have and the topics which instigate a conflict .

Interpersonal Organisational Random

Conflict with the Conflict in Conflicts such as Data

known person with organization or conflict, Interest
whom we share conflict between two conflict, language
personal connect. organisation conflict, etc.
Conflict
INTERPERSONAL
Conflict with the known person
with whom we share personal
connect.
Conflict
ORGANISATIONAL

Conflict within the organization or

conflict between two organisation
conflict
RANDOM
Conflicts such as Data
conflict, Interest conflict,
language conflict, etc.
QUIZ
"बोहोत
जगह
"
What type of conflict is it?

है
 CONFLICT INTENSITY
HIGH MEDIUM LOW

High chances of getting Medium chances of getting Low chances of getting

mental or physical harm mental or physical harm mental or physical harm
 WE THINK
WE ARE
CIVILISED,
BUT LET ME
TELL YOU
WE ARE NOT.
 ID

FOOD SEX AGGRESSON

 ORGANISATIONAL CONFLICT
Organisational Conflict or Workplace conflict is an internal misunderstanding or
disagreement occurring between colleagues or higher authorities.

It can be regarding their idea on any topic or a point of view in any situation. This
can cause adverse effects at workplace which includes work disruptions,
decreased productivity, project failure, and many more. Due to this conflict, it
disturbs our mindset which leads to more reactiveness or more improper
behaviour.

Most of the time, it affects more in laggyness in teamwork with ends in less efficient
work results. These can happen between employees, higher authorities or even
between departments. This affects in attitude and respect of the company or
institute or organisation in the market.
 ORGANISATIONAL CONFLICT

Employee Manager Institute / Organisation

 WHAT'S THE SOURCE ???
Ideas Point of view Language Barrier

Misunderstanding
WHAT'S THE SOLUTION ???
The solution to solve this type of conflict can
be overcome in different ways. Most of the
time, patience is needed to control these
situations and here it applies the same. The
organisation also needs to work on their
coordination which gives them balance in
their work and communication
WHAT ARE
INTERPERSONAL
CONFLICTS?
The meaning of interpersonal conflicts is
conflicts between two or more people in
any setting; it may be at work or among
friends. These types of conflicts are quite
common but what’s more common is how
often we leave them unresolved.
 Types Of Interpersonal Conflicts

Whether you have different interests or goals, anything can cause interpersonal conflicts.
What’s important is to recognize conflict for what it is and get to the bottom of it.
Here are some causes and examples of interpersonal conflicts in the workplace:

1. Personality Clashes Lack Of Trust Ineffective Communication

Different Interests Incompatible Goals

LET’S EXPLORE HOW RESOLVING INTERPERSONAL

CONFLICT CAN HELP YOU AT WORK
You’ll Find It Easier To Communicate With The
Person After Resolving The Conflict
It’ll Lead To Improved Work Performance
Because You Feel Secure About Your Role And
Responsibilities
You’ll Find It Easier To Communicate With The
Person After Resolving The Conflict
It Builds A Positive Work Environment Where
You’ll Feel Appreciated, Heard And Valued
It Leads To Growth As You Identify Ways To
Deal With People And Solve Problems
 The
Situationship
Quiz
SITUATION
01 Your PCS ma'am has scheduled a
Presentation and informed you
prior about the same. After a few
days you realise that you won't be
able to give the presentation
because it clashes with one of your
important committee workshops.
SITUATION
02 You are doing a group project with
a person who does not match your
wavelength or has a drift with you
for something that happened in the
past. Each time someone amongst
the both of you puts forward an
idea the other person overlooks it.
SITUATION
03 You recently find out that the
person you had a relationship with
suddenly does something which
upsets you (maybe cheating). Will
you try to save the relationship or
end it, and how would you do it.
 Skills for
RESOLVING
CONFLICTS
Before resolving any Conflict it is very important for one to realise and accept
their own mistakes which lead to the situation.

Communi cati on Asserti veness Empathy

Feli ci tati on Accountubi li ty Acti ve Li steni ng

CONCLUSION
Conflicts are normal and a
constant process in any field.
Dealing around these
conflicts positively is
important.
CONCLUSION
Conflicts can be both productive
and destructive for the organization;
productive conflicts can help you by
motivating you in working better.
Destructive conflicts need
management attention and need to
be sorted so that it does not spoil
the atmosphere of an organization
by demoralizing others
 Some random conflicts
Presentation are communication tools that
can be used as demontrations, lectures,
reports, and more. it is mostly presented The model can be used as a tool for

before an audience.he Circle of Conflict is a diagnosing the components of the conflict

visual illustration of the main sources of and as a process-directing tool for facilitating

conflict. Noted negotiator and mediation resolution of the dispute.

expert, Christopher Moore originally came up

with this model to help support mediation and
negotiation efforts. This tool is useful as a
means of identifying and agreeing on the
source of a conflict.
THE CIRCLE OF
CONFLICT IS AS
SHOWN
 Examples of these conflicts
1. Data conflict :
Personal budget and vacation plans .
COVID - 1 9 response / engagement
2. Structural conflict :
Hiring processes
3. Interest conflict:
Perceived limited resources ( job , money , etc .)
4. Value conflict:
COVID - 19
5. Relationship conflict:
Conflict with co - worker, friend , family member

 Case study
Roommate Conflict
Whether you have a roommate by choice, by necessity, or
through the random selection process of your school’s
housing office, it’s important to be able to get along with
the person who shares your living space. While having a
roommate offers many benefits such as making a new
friend, having someone to experience a new situation like
college life with, and having someone to split the cost on
your own with, there are also challenges. Some common
roommate conflicts involve neatness, noise, having guests,
sharing possessions, value conflicts, money conflicts, and
personality conflicts
 ROOMATE CONFLICT
Which conflict What are the potential What are the potential
management style, from strengths of using this weaknesses of using this
the five discussed, would style? style?
you use in this situation?
 1
io
ar Neatness. Your college dorm has bunk beds, and your
roommate takes a lot of time making their bed (the
en

bottom bunk) each morning. They have told you that

Sc

they don’t want anyone sitting on or sleeping in the bed

when they are not in the room. While your roommate is
away for the weekend, your friend comes to visit and
sits on the bottom bunk bed. You tell your friend what
your roommate said, and you try to fix the bed back
before your roommate returns to the dorm. When they
return, your roommate notices that the bed has been
disturbed and confronts you about it.
 2
io
ar Noise and having guests. Your roommate has a job
en
waiting tables and gets home around midnight on
Sc

Thursday nights. They often brings a couple friends

from work home with them. They watch television,
listen to music, or play video games and talk and
laugh. You have an 8 a.m. class on Friday mornings
and are usually asleep when they returns. Last
Friday, you talked to your roommate and asked
them to keep it down in the future. Tonight, their
noise has woken you up and you can’t get back to
sleep.
LOW INTENSITY CONFLICT
A low intensity conflict is a military
conflict,usually localised between two
or more state or non state which is
below the intensity of conventional war.
 High intensity conflict

It refers to state versus state conflict with a

modern,peer or near-peer adversary,as
envisioned during the Cold war period.
CONCLUSION
Conflicts can be both productive
and destructive for the organization;
productive conflicts can help you by
motivating you in working better.
Destructive conflicts need
management attention and need to
be sorted so that it does not spoil
the atmosphere of an organization
by demoralizing others
CONCLUSION
Conflicts can be both productive
and destructive for the organization;
productive conflicts can help you by
motivating you in working better.
Destructive conflicts need
management attention and need to
be sorted so that it does not spoil
the atmosphere of an organization
by demoralizing others