CONFLICT

MANAGEMENT
BY: SAADIA SYED
BS(SS)-4
 CONFLICT MANAGEMENT
• Conflict management is the process of limiting
the negative aspects of conflict while increasing
the positive aspects of conflict.
• The aim of conflict management is to enhance
learning and group outcomes, including
effectiveness or performance in organizational
setting
• Properly managed conflict can improve group
outcomes.
CAUSES OF CONFLICTS

• Goals
• Personality Conflicts
• Scarce Resources
• Styles
• Values
 CONFLICT MANAGEMENT STYLES

• The choice of style is influenced by

a variety of factors.
• such as what has worked for the
individual in the past, the style of
their adversary, and norms
surrounding the conflict situation.
 MODELS OF CONFLICT MANAGEMENT
• Morton Deutsch
• two-style model in which individuals engage in a competitive or cooperative
style.

• Others
• a three-style model of conflict management that includes non-confrontation,
solution orientation, and control.

• Four-style models
• the model of Dean G. Pruitt proposes four styles of conflict management:
yielding, problem solving, inaction, and contending.

• Five-style model has received the most attention and empirical

support
MANAGING CONFLICTS IN ORGANIZATIONS

• Five styles are as follows:

• Avoiding: No winners, no losers
• An individual using an avoidant style displays low concern for
self and others. Such an individual may deny the existence of
conflict or be noncommittal in a conflict situation.
 • Obliging: I lose, you win
• An individual using an obliging style displays low concern for self
and high concern for others. In essence, the individual chooses to
sacrifice his or her concerns to accommodate the interests of
others.
• Dominating: I win, you lose
• A dominating style is one in which the individual shows a high
degree of concern for self and low concern for others. This style
may be characterized by assertive, competitive, and forcing
behaviors.
 • Integrating: I win, you win
• An individual who displays high concern for self and others
engages in an integrating conflict management style. This style
focuses on achieving a solution that maximizes the satisfaction of
both parties and emphasizes problem solving. This style is also
known as collaborative.
• Compromising: You bend, I bend
• This style represents a moderate degree of concern for self and
others. In essence, this style is likely to produce a solution in which
both parties are willing to give up some of their interests.
 DISPOSITIONAL INFLUENCES ON CONFLICT
MANAGEMENT STYLE
• Dispositional factors also play an important role in style choice.
• Different personality dimensions, such as need for affiliation,
self-monitoring, and the Big Five, have been investigated in
relation to the five styles.
• RESEARCH was done which conclude that:
• individuals low on need for affiliation prefer a dominating style,
• those high on need for affiliation tend to use an obliging style.
• Compromising and integrating styles are more likely to be
used by high self-monitors.
• Individuals who are high on agreeableness and neuroticism
are more likely to use an avoidant style,
• However, whether the style is congruent with situational
characteristics determines the success of the conflict
management efforts.
 CONCLUSION
• Conflict is inevitable in organizational life. However, through
effective conflict management, organizations can minimize the
negative sources of conflict while promoting functional
amounts of task conflict.
• A critical component of such interventions is teaching
employees about the different styles of conflict management
that are available to them and the situations in which each is
most appropriately used.
BEST SOLUTION !
THANK YOU