Chapter Eleven

Conflict Management
 Theory of conflict
Conflict theory is most commonly associated with karl marx (1818-
1883) .

Conflict: an expressed struggle between at least two independent

parties who perceive incompatible goals, scarce resources and
interference from the other party in achieving their goals or a process
that behind when one party perceives that another party has a
negatively affected something that the other party cares about
Conflict is difficult to define, because it occurs in many different
settings. The essence of
conflict seems to be disagreement, contradiction, or
incompatibility. Thus, CONFLICT refers to
any situation in which there are incompatible Goals, Cognitions,
or Emotions within or between
individuals or groups that lead to opposition or antagonistic
interaction
 Types Of Conflict

Goal Conflict Cognitive Conflict

 Goal conflict is situation in
which desired end states or
preferred outcomes appear to
be
 Incompatible.
 Cognitive Conflict is a situation
in which ideas or thoughts are
inconsistent
 Affective conflict

 Affective Conflict is a situation in which feelings or

emotions are incompatible; that is, people
 literally become angry with one another. Conflict is
very common in organizational settings.
 Five
Methods Of Management conflict

 Conflict has many sources in the workplace. It is

borne out of differences and will arise in any situation
where people are required to interact with one
another. Dealing with conflict effectively is a key
management skill. This article outlines five
 different approaches to conflict management and the
situations they are most appropriate for
 5 Methods

 Accomondation .  Compromise.
 This is a lose/win situation.  This is a win/lose –
The accommodation
win/lose situation, i.e.
approach is generally used
when one party is willing to everyone involved gains
forfeit their and loses through
 position. It is best used in negotiation and flexibility.
situations where:
 One party wishes to indicate a
degree of fairness
 Avoidance.  Competition.
 This is a lose/lose  This is a win/lose
situation. Neither party situation. One party
takes action to address attempts to win the
the issues involved in the conflict through
conflict, meaning that it dominance and power.
will
 remain unresolved.
 Collaboration
This is a win/win situation. It is the most
effective but most difficult way of managing
differences.