EFFECTIVE CONFLICT

HANDLING AND DELEGATION

PRESENTED BY ZILVINAS MIKSYS
  WHAT IS CONFLICT?
 TYPES OF CONFLICTS
 CONFLICTS: CONSTRUCTIVE
AND DESTRUCTIVE,
   FUNCTIONAL AND
DISFUNCTIONAL
 CONFLICT HANDLING
CONTENTS o THOMAS KILMANN CONFLICT
MODE INSTRUMENT
 WHAT IS DELEGATION
 BENEFITS OF DELEGATION
 STEPS IN DELEGATION
 CONSEQUENCES OF POOR
DELEGATION
 WHAT IS
CONFLICT???

Conflict is an ineviteble and

unavoidable part of our
everyday professional and
personal lives
 o MISUNDERSTANDINGS 
o POOR COMUNICATION
TYPES OF o LACK OF PLANING

CONFLICTS o POOR STAFF SELECTION

o FRUSTRATION, STRESS AND
BURNOUT
MISUNDERSTANDINGS
POOR COMUNICATION
LACK OF PLANING
POOR STAFF SELECTION
FRUSTRAITION, STRESS AND BURNOUT
 CONFLICTS

• CONSTRUCTIVE • DISTRUCTIVE
 CONFLICTS
• FUNCTIONAL • DISFUNCTIONAL
A HEALTHY, AN UNHEALTHY
CONSTRUCTIVE ,DESTRUCTIVE
DISSAGREEMENT DISAGREEMENT
BETWEEN TWO OR BETWEEN TWO OR
MORE PEOPLE MORE PEOPLE
CONFLICT HANDLING
CONFLICT HANDLING
 WHAT IS DELEGATION?
• DELEGATION IS THE ASSIGMENT OF RESPONSABILITY TO ANOTHER
PERSON FOR THE PURPOSE OF CARRYING
OUT SPECIFIC JOB-RELATED ACTIVITIES. DELEGATION IS A SHIFT OF
DECISION-MAKING AUTHORITY FROM ONE 
ORGANIZATION LEVEL TO ANOTHER.
 BENEFITS OF DELEGATION
o MANAGER/SUPERVISOR BENEFITS
 REDUCED STRESS
 IMPROVED TIME MANAGEMENT
 INCREASED TRUST
o EMPLOYE BENEFITS
 PROFFESIONAL KNOWLEGE AND SKILL DEVELOPMENT
 ELEVATED SELF-ESTEEM AND CONFIDENCE
 SENSE OF ACHIEVEMENT
o ORGANIZATIONAL BENEFITS
 INCREASED TEAMWORK
 INCREASED PRODUCTIVITY AND EFFICIENCY
 STEPS IN DELEGATION

• I – INTRODUCE THE TASK

• D – DEMONSTRATE CLEARLY WHAT NEEDS TO BE DONE
• E – ENSURE UNDERSTANDING
• A – ALLOCATE AUTHORITY, INFORMATION AND RECOURCES
• L – LET GO
• S – SUPPORT AND MONITOR
INTRODUCE THE TASK
DEMONSTRATE CLEARLY WHAT NEEDS TO
BE DONE 
ENSURE
UNDERSTANDI
NG
o CLEAR COMUNICATION
o ASKING FOR
CLARIFICATION
o SECURE COMMITMENT
o DON'T SAY NO TO
EMPLOYE
o COLLABORATIVELY
DETERMINE METHODS
FOR FOLLOW-UP
 ALLOCATE AUTHORITY,
INFORMATION AND
RESOURCES
o GRANT AUTHORITY TO DETERMINE PROCESS, NOT DESIRED
OUTCOMES
o PROVIDE ACCSESS TO ALL INFORMATION SOURCES
o PROVIDE APPROPRIATE TRAINING TO ENSURE SUCCESS
o REFERE DELEGATE TO CONTACT PERSONS OR SPECIFIC
RESOURCES THAT HAVE ASSISTED PREVIOUSLY
SUPPORT
AND
MONITOR
• SCHEDULE
FOLLOW-UP
MEETINGS
• REVIEW PROGRESS
• ASSIST ,WHEN
REQUESTED
• AVOID
INTERFERENCE
• PUBLICITY PRAISE
PROGRESS AND
CONSEQUENCES
OF POOR
DELEGATION

• INFORMATION AND DECISION-

MAKING NOT SHARED BY THE GROUP
• LEADERS BECOME TIRED OUT
• WHEN LEADERS LEAVES GROUPS, 
NO ONE HAS EXPERIENCE TO CARRY
ON
• GROUP MORALE BECOMES LOW AND
PEOPLE BECOME FRUSTRATED AND
FEEL POWERLESS
• THE SKILLS AND KNOWLEDGE OF
THE GROUP /ORGANIZATION ARE
CONCENTRATED IN A FEW PEOPLE
• NEW MEMBERS DON'T FIND ANY
WAYS TO CONTRIBUTE TO THE WORK
OF THE GROUP
LET GO

• COMMUNICATE
DELEGATE'S
AUTHORITY
• STEP BACK, LET THEM
WORK
• USE CONSTRAINED
ACCESS
• DON'T ALLOW
REVERSE DELEGATION