REPORT WRITING

What is a report?
A report is a written account of something that one has observed,
heard, done, or investigated. It is a systematic and well organised
presentation of facts and findings of an event that has already taken
place somewhere.
A well written report will must possess the following
traits:
• adherence to the specifications of report brief;
• analysis of relevant information;
• structuring material in a logical and coherent order;
• presentation in a consistent manner according to the
instructions of the report brief;
• making appropriate conclusions that are supported by the
evidence and analysis of the report;
• The report must be written in a box;

Suggested value points: A Report should answer the

questions:

• What – name of event and occasion, by whom conducted

• Where
• When -date and time Activities (Teaching & Social Work)
held
• A comment on the quality of the activities organized
 FORMAT OF REPORT WRITING

REPORT
Name of the institution and address

Name of the event / incident or any other

happening for which the report is being
written.

Date and Time

Introductory paragraph

• Details : WHAT
• WHERE
• WHEN
• WHY
• HOW

Further details and interviews/comments/future actions

Name of the reporter

Designation
Name of institution
 Types of Report

Reports can be categorised into:

1) Informational Reports: Reports which organise and present
data without Analyzing or recommending additional data are
called informational reports. They help in monitoring and
controlling organizational process. These documents,
created for implementation of policies, are used for future
references.

Examples: Rules and regulations report, Government

compliance report.

2) Analytical Reports: Reports prepared to analyse, understand

and evaluate information are called analytical reports,
Background details provided by these reports aid decision
making. These are mainly survey reports which Persuade
people with information and assessment.

Examples: Research reports, Company growth report,

Trouble shooting report.
EXAMPLE OF REPORT WRITING.
Independence Day was celebrated in your school. District
Magistrate, Ms. Indu Bala Sharma was the Chief Guest. Write a
report on the function in 120 – 150 words describing all the
activities that took place. You are Head boy/Head girl.

INDEPENDENCE DAY CELEBRATION

GD Goenka School celebrated the Independence Day with great
enthusiasm and patriotic fervour. On the morning of August 14,
2021, our students presented hand-made greeting cards and tri-
colour flag badges to the senior management functionaries of the
school.

The cultural programme at school commenced with everyone

singing ‘Vande Mataram’ followed by flag hoisting by the chief
guest, Ms. Indu Bala Sharma, the District Magistrate. The spirit of
freedom and nationalism was well exhibited by the students as well
as the teachers through a spectrum of patriotic poems, speeches,
quiz on freedom fighter, songs and dance. Committed to the task of
nation building, both faculty and student teachers pledged to serve
their motherland through spreading education and serving the
community. A presentation on the historical evolution of the
national flag of India was shown. A documentary on the
contribution of unsung heroes of Indian freedom struggle like
Tirupur Kumaran, Kamla Devi Chattopadhayay and Khudiram Bose
enlightened the audience. A few of them spoke on the history and
significance of the Independence Day and shed light on the special
highlight of celebrations this year.
It ended with a speech by the principal on the topic, “What does
freedom mean to me?” The celebration concluded with the inspiring
words of the principal madam, followed by the National Anthem
and the distribution of refreshments.
 INTRODUCTION TO CONFLICT
Whenever two individuals opine in different ways, a conflict arises.
In a layman’s language conflict is nothing but a fight either between
two individuals or among group members.
No two individuals can think alike and there is definitely a
difference in their thought process as well as their understanding.
Disagreements among individuals lead to conflicts and fights.
Conflict arises whenever individuals have different values,
opinions, needs, interests and are unable to find a middle way.

Let us understand conflict in a better way.

Tim and Joe were working in the same team and were best of
friends. One fine day, they were asked to give their inputs on a
particular project assigned to them by their superior.
There was a major clash in their understanding of the project and
both could not agree to each other’s opinions. Tim wanted to
execute the project in a particular way which did not go well with
Joe. The outcome of the difference in their opinions was a conflict
between the two and now both of them just can’t stand each other.
The dissimilarity in the interest, thought process, nature and
attitude of Tim and Joe gave rise to a conflict between the two.
Conflict is defined as a clash between individuals arising out of a
difference in thought process, attitudes, understanding,
interests, requirements and even sometimes perceptions.
A conflict results in heated arguments, physical abuses and
definitely loss of peace and harmony. A conflict can actually change
relationships. Friends can become foes as a result of conflict just as
in the case of Tim and Joe.
A Conflict not only can arise between individuals but also among
countries, political parties and states as well.
A small conflict not controlled at the correct time may lead to a
large war and rifts among countries leading to major unrest and
disharmony.

Types of Conflict

What is Interpersonal Conflict?

Interpersonal conflict refers to a disagreement between two people.
The main cause of the interpersonal conflict is the difference between
individuals. People always have differences, based on their attitudes,
beliefs, culture and values. Furthermore, they have their own set of
goals, expectations, personalities and perceptions, which lead to
conflicts.

We can consider interpersonal conflicts as major level conflicts. They

may occur between co-workers, siblings, neighbours etc. Moreover,
interpersonal conflict is known as social conflict. Naturally, these
occur when two people have opposite ideas about the same thing.

first step of resolving an interpersonal conflict is to find out the causes

of the conflict. Management of conflict involves changes of attitudes,
behaviour and organizational structures. As a result, members of an
organization can attain their targets and expectations.
Interpersonal conflicts may occur due to greediness for power,
punishments and competitions at workplaces. Also, it may include a
rude behaviour or may include respectful antagonistic disagreements

WHAT IS INTRAPERSONAL CONFLICT?

Intrapersonal conflict refers to a disagreement within an individual,

which is caused by one’s own actions, emotions, beliefs and values.
In other words, it is a psychological involvement that occurs within
you. Sometimes, it is a conflict between should and wants. Here,
should is always driven by values and believes while a want is driven
by the environment.

Difference between Interpersonal and Intrapersonal Conflict

The key difference between Interpersonal and Intrapersonal
conflict is that interpersonal conflict is a disagreement between
two people, whereas intrapersonal conflict is a disagreement
within an individual.
Conflict is a part of human behaviour, and it is common in our day to
day lives. Emotions such as anxiety, aggression, depression and
resistance as well as antagonistic reactions like competition lead to
conflicts. There are four types of conflicts. They are intrapersonal,
interpersonal, intragroup and intergroup conflict. However, if
conflicts are properly managed, there is always an opportunity for
growth and development.
Examples of Interpersonal Conflict
• Policy Conflict With Non-Profit Board. The board of a non-
profit is in disagreement about the employee-leave policy. ...
• Ego Conflict in a Partnership. A couple is fighting, and the
argument is escalating. ...
• Value Conflict About Gun Safety.

Example of Intra personal Conflicts

• conflict arises within a person. For example, when you're

uncertain about what is expected or wanted, or you have a
sense of being inadequate to perform a task, you are
experiencing intrapersonal conflict.

What is an Intergroup Conflict?

Intergroup conflict refers to a disagreement between two or more
groups. Different groups of people interrelate to operate a business
and to accomplish organizational objectives and goals. Thus, this
interrelation can lead to conflicts between groups of people. For
instance, the sales team of a company may have a dispute with the
technical team about a new product launch.
Some conflicts are known as functional conflicts, and these are
considered as favorable situations for company performance as they
lead to company growth while identifying weaknesses. In contrast,
dysfunctional conflict is a hostile or argumentative interaction
between groups, which disrupts the organization performance or
hinders accomplishment of goals or objectives. There are several
reasons for interpersonal conflicts. The main reason is the nature of
the group itself. Other reasons can be considered as work
interdependence, objective variances, differences in attitudes and the
increased demand for specialists. Intergroup conflict causes changes
to happen, both within the groups involved in a conflict and between
them. Within the groups, members will understand the differences
between each other in an effort to unite against the other side.
Moreover, the group members can become more efficient and
effective at their tasks, and they can become more loyal and adhere
to group norms. However, problems might occur when the group
loses focus of the organization’s goals and becomes closed off from
other groups.
What is an Intragroup Conflict?
Intragroup conflict refers to a disagreement between members of a
group who share common targets, interests or other identifying
features. Intragroup conflicts may occur in workplaces, and this can
be considered as small-scale. When conflicts occur within a specific
population group, it is large scale conflicts. Furthermore, intragroup
conflict is a valuable input for company performance, and it can not
be considered as a problem all the time. Intragroup conflicts are
most common in workplaces that separate employees into specific
teams or departments. Members of an R&D group debating about
the best way to launch a new product would be an intragroup
conflict.
There are two types of intragroup conflicts. One is relationship
conflict, and the other is task conflict. In a relationship-based
conflict, people interact with interpersonal relationships instead of
the tasks they are assigned. For instance, one member communicates
in a professional manner while another team member prefers
aggressive communication for the same marketing approach. When
it comes to task conflict, it is basically the disagreements for the
execution of work deliverables.
What is the Difference Between Intergroup and Intragroup
Conflict? The key difference between intergroup and intragroup
conflict is that intergroup conflict is among two or more groups,
while intragroup conflict is within a group. Intragroup conflicts are
more like verbal disagreements within a group, whereas intergroup
conflicts are both verbal and non-verbal disagreements. Moreover,
intragroup conflicts are manageable in most cases whereas
intergroup conflicts are not easy to manage all the time.
Examples of Inter Group Conflicts
here are four more examples of intergroup conflicts:
1. Racial conflicts: These conflicts arise between groups of people
belonging to different races.For example, the conflict between the
Blacks and Whites in the United States. This conflict is due to the
unequal treatment of the Black population by the Whites. The divide
between the two groups continues to cause problems and social
unrest.
2. Religious conflicts:These conflicts arise between groups of
people holding different religious beliefs. For example, the ongoing
conflict between Israel and Palestine, which is largely based on
differing religious beliefs. There are also cases where religious
groups conflict with one another over differing interpretations of the
same religion.
3. Political conflicts: Political conflicts often arise when groups
have differing political ideologies or goals. For instance, the conflict
between the United States and North Korea is primarily a political
conflict based on differences in governance style and political
ideology.
4. Economic conflicts: These conflicts arise when groups have
different economic interests or concerns. For example, workers'
unions may conflict with business owners over issues such as pay
and working conditions. Such conflicts can create tension and affect
the economy on a larger scale.
Examples of Intra group conflicts
Here are four examples of intragroup conflicts:
1. Personality conflicts: This occurs when two or more members of
a group have different personalities that clash with each other. For
example, one member might be very argumentative and
confrontational while another might be more reserved and conflict
avoidant. This can create tension and disagreements within the
group as these different personality types clash.
2. Task-related conflicts: Task-related conflicts arise due to
disagreement or differences in opinions about how to accomplish a
particular task or objective. For instance, different members of a
project team may have different ideas on how to execute a project
plan, which can lead to disputes over which approach to take. This
can cause delays or frustrations within the group.
3. Role conflicts: This occurs when there is a mismatch between the
responsibilities and expectations of a group member's position and
the actual work that they perform. For example, a team leader might
expect a member to take on a certain task, but the member feels that
it falls outside their responsibilities and job scope. This can lead to
misunderstandings and resentment between team members.
4. Communication conflicts: Communication conflicts occur when
group members have different communication styles or
misunderstand each other's messages. For example, one member
might interpret a comment as rude or dismissive, while the speaker
intended it to be lighthearted or humorous. This can result in hurt
feelings or misunderstandings, which can negatively impact the
group dynamics and productivity.
INTER-ORGANIZATIONAL CONFLICT
Inter-organizational conflict is recognized as disputes between two
corporations or companies in the same industry or market or two
companies in different markets, industries, or economic sectors.
These disputes are caused by competition between the companies
due to the production of the same product, selling in the same
market, or delivering the same services. Conflicts among companies
often occur.
Conversely, multiple opposite companies' beliefs and perceptions
can result in high inter-organizational conflicts. It also evolves when
management in one company feels that another organization does
not act with integrity and fears stakeholders' well-being. Inter-
organizational conflicts may also arise with pricing structures
developed by companies.
The efficiency of an institution instead of degradation of
performance leads to the majority of inter-organizational disputes.
After all, companies frequently compete with each other for clients
and staff, and negotiate and cooperate in project activities. It is only
natural that free-market interacting organizations sometimes find
conflict inevitable.
Inter-organizational conflicts can manifest in different forms, such
as:
1)Competitive Conflict: Organizations operating in the same
industry or market often engage in competitive conflicts. This can
include price wars, aggressive marketing campaigns, or attempts to
steal clients or customers from one another.
2)Contractual Conflict: Conflicts can arise between organizations
when there are disagreements or breaches of contract terms.
Disputes over payment terms, delivery schedules, or quality of
products or services can lead to conflicts between suppliers,
contractors, or business partners.
3)Intellectual Property Conflict: Conflicts may occur when one
organization accuses another of infringing upon its intellectual
property rights, such as patents, trademarks, or copyrights. Legal
battles over intellectual property ownership can be complex and
have long-lasting implications.
4)Collaborative Conflict: Organizations engaged in partnerships,
joint ventures, or alliances can experience conflicts arising from
differences in decision-making, resource allocation, or strategic
direction. Disagreements over the distribution of profits, control, or
responsibilities can strain collaborative relationships.
5)Regulatory or Legal Conflict: Organizations may find themselves
in conflict with regulatory authorities or face legal disputes with
other organizations. Non-compliance with industry regulations,
environmental standards, or anti-trust laws can result in conflicts
that may lead to fines, sanctions, or legal proceedings.
Here's an example:
Example: Two software companies, Company A and Company B,
are competing for a government contract to develop a new software
system. Both companies have submitted proposals, and their
interests conflict as they seek to secure the contract. They engage in
aggressive marketing campaigns, undercutting each other's prices,
and highlighting weaknesses in each other's proposals. This leads to
a high level of inter-organizational conflict between Company A
and Company B as they strive to win the contract.
INTRA-ORGANIZATIONAL CONFLICT
Intra-organizational conflict occurs within the boundaries of a single
organization and involves conflicts between individuals, teams,
departments, or hierarchical levels. These conflicts can emerge due
to differences in opinions, power struggles, role ambiguity, or scarce
resources within the organization.
Intra-organizational conflict refers to conflicts or disagreements that
arise within an organization, involving individuals or groups with
differing interests, goals, or perspectives. It can emerge due to
various factors such as competition for resources, differences in
values or beliefs, power struggles, or incompatible work styles.
These conflicts can have both positive and negative impacts on the
organization.
Intra-organizational conflicts can manifest in different forms, such
as:

1)Interdepartmental conflicts: When different departments within an

organization have conflicting objectives or priorities, it can lead to
conflicts over resource allocation, decision-making, or
communication breakdowns.
2)Leadership conflicts: Conflicts may arise between managers or
leaders within the organization due to differences in leadership
styles, decision-making approaches, or strategic directions.
3)Role conflicts: When there is ambiguity or overlap in job roles
and responsibilities, conflicts can occur between employees or
teams, leading to turf wars or disputes over task ownership.
4)Value conflicts: Differences in values, beliefs, or ethical standards
among individuals or groups can result in conflicts related to
decision-making, organizational culture, or the overall direction of
the organization.
5)Conflict over change: Organizational change initiatives, such as
restructuring, mergers, or new policies, can create conflicts as
employees may resist or have different perspectives on the proposed
changes.
6)Resource Allocation Conflict: When different departments or
teams within an organization compete for limited resources, such as
budget, staff, or equipment, conflicts can arise. For instance, the
marketing department may argue with the finance department over
the allocation of funds for advertising campaigns versus cost-saving
measures.
7)Power Struggle Conflict: Conflicts over power and authority can
occur when individuals or groups within an organization vie for
control or influence. This can be seen when two managers clash
over decision-making authority or when there is a disagreement
between a team leader and team members regarding the distribution
of responsibilities.
8)Communication Breakdown Conflict: Miscommunication or lack
of effective communication can lead to conflicts within an
organization. For example, misunderstandings arising from unclear
instructions or poor communication channels can cause conflicts
between employees, teams, or departments.
9)Goal Misalignment Conflict: When different individuals or groups
have conflicting goals or objectives, it can result in intra-
organizational conflicts. For instance, the sales department may
prioritize maximizing revenue, while the production department
focuses on cost efficiency, leading to clashes over pricing strategies
or production timelines.
10)Organizational Change Conflict: Introducing organizational
changes, such as implementing new technologies, restructuring, or
downsizing, can generate conflicts. Employees may resist the
changes due to fear of job loss, uncertainty, or disagreement with
the proposed strategies, leading to conflicts between management
and employees or among different employee groups.Example: In a
manufacturing company, the marketing department wants to allocate
a significant portion of the budget for a new advertising campaign to
increase market share. However, the production department argues
that allocating such a large budget would strain their resources,
affecting their ability to meet production targets. This disagreement
creates an intra-organizational conflict between the marketing and
production departments, as they have conflicting priorities and
perspectives on resource allocation.
Difference between Conflict and Negotiation
Conflict and negotiation are two different concepts. Conflict refers
to a situation where two or more parties have opposing interests,
goals, or values, and there is a clash between them. On the other
hand, negotiation refers to a process where two or more parties
come together to discuss and reach an agreement on a particular
issue.
The key difference between conflict and negotiation is that conflict
involves disagreement and opposition, while negotiation involves
cooperation and compromise. Conflict often leads to negative
outcomes such as hostility, resentment, and aggression, while
negotiation leads to positive outcomes such as mutual
understanding, trust, and cooperation.
Another difference between conflict and negotiation is that conflict
is often seen as a win-lose situation, where one party wins and the
other loses. In contrast, negotiation is seen as a win-win situation,
where both parties can benefit from the agreement reached.
In summary, conflict and negotiation are two different concepts that
involve different approaches to resolving disputes. Conflict involves
opposition and disagreement, while negotiation involves
cooperation and compromise. Conflict often leads to negative
outcomes, while negotiation leads to positive outcomes.
Done By : GROUP H
• RIYA BANSAL
• SALONI
• RISHITA SINGH
• SHREYA
• SANCHITA SHARMA