PRESENTATION ON CONFLICT RESOLUTION

SUBMITTED TO: J KONWAR

GROUP MEMBERS:
SUJATA ROY SUCHANDA RANI DAS SAUNAK SWARUP ROY SOUMITRA MOJUMDAR

CONFLICT
Conflict can be defined as a process that begins when one party perceives that another party has negatively affected, or is about to negatively affects something that the first party cares about. It describes that point in any ongoing activity when an interaction crosses over to become conflict. It includes the wide range of conflicts that people experience in groups and organizationsincompatibility of goals, differences over interpretations of facts, disagreements based on behavioural expectations, and the like.

ORGANISATIONAL CONFLICT

Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. also conflict within individuals between competing needs and demands to which individuals respond in

definition

significance

features

Causes

prevention

ADVANTAGES OF FUNCTIONAL CONFLICT:

1. Conflict develops cohesiveness within the group members. 2. Conflict leads to innovation and creativity, as there is competing sprit among various groups. 3. Conflict provides challenging work environment and enhances opportunities for self-development of group that leads to formation of group norms. 4. Conflict improves group and organizational effectiveness 5. Conflict brings about a slightly higher, more constructive level of tension.

Types of conflict

Intra-personal Conflict :

Inter-personal Conflict

Intra-Group Conflict

Inter-Group Conflict

InterOrganizational Conflict

Value conflict

Decision making

CONFLICT RESOLUTION TECHNIQUE:

HEALTHY AND UNHEALTHY WAYS OF MANAGING AND RESOLVING CONFLICT:

Unhealthy responses to conflict are characterized by:

An inability to recognize and respond to matters of great importance to the other person Explosive, angry, hurtful, and resentful reactions The withdrawal of love, resulting in rejection, isolation, shaming, and fear of abandonment The expectation of bad outcomes The fear and avoidance of conflict

Healthy responses to conflict are characterized by:

The capacity to recognize and respond to important matters A readiness to forgive and forget The ability to seek compromise and avoid punishing A belief that resolution can support the interests and needs of both parties

DEVELOP CONFLICT MANAGEMENT SKILL:

Analysis Empathy Flexibility Collaboration Emotional awareness

A CASE STUDY IN ASSAM UNIVERSITY SILCHAR

ObjectiveTo know about the conflict resolution skill of the students from four different disciplines in Assam University. MethodologySelection of disciplines- We have selected the four different disciplines on our own convenience on the basis of professional studies i.e. MBA, Mass Communication, I.T. and Agricultural Engineering. Survey method- We have done our survey on primary method. We acquire a questionnaire on conflict resolution from the source Organisational Behaviour by Stephen P. Robbins. Sample- sample of the survey was the ten students from each discipline mentioned above. Tool- Tool of the survey was 20 questions on resolution conflict style.

Results-We find out the average scores of ten students of different disciplines. The average score of different disciplines are shown below. On the basis of Name Of the disciplines

Agri. Engg. Male Female 71.2% 74%

I.T. 70.2% 72.6%

MBA 69.8% 70.8%

Mass Comm. 67.2% 73%

Department :
76
74 72 70 69.8 74 73

72.6
71.2 70.2

70.8

68
66 64 62 mba

67.2

mass com m f

it

agri

Overall
overall

72%

69%

male

female

Conclusion:
Conflict in an organisation is not necessarily unfavourable when properly managed. Several advantages have been identified such as increasing personal growth and morale, enhancing communication, and producing better outcomes. The challenge for organizational leaders and managers is to try to maintain the right balance and intensity of conflict in management. By utilizing management principles, understanding the dynamics of conflict, and learning approaches to conflict resolution, managers will be able to establish an environment in which creativity and innovation is encouraged and goals are accomplished.

THANK YOU