Conflict Management

Ms. Lata Singh

Thursday, April 12, 2012

Thursday. It exists when they have incompatible goals and one or more believe that behavior of other prevents them from their own goal achievement. April 12. 2012 .Conflict Conflict is natural disagreement arising between two or more people.

It is an interpersonal process that arises from disagreement over the goals or the methods to accomplish those goals. 2012 .” By: John W Newstorm & Keith davis Thursday.Definition: “Conflict is any situation in which two or more parties feel themselves in opposition. April 12.

•In case of accidental interference – no conflict •Depend on perception •Different from competition Thursday. April 12.Conflict: •It refers to deliberate behavior. 2012 .

Unique Personality. 2012 . April 12. People don’t express •Motivational factors •General causes – unrealistic expectations. Change Modern Technology •Poor Negotiation skills Thursday. Cultural differences •Personal variables. Values.Job design. Incompatible needs. Perceptions.Causes of Conflict •Communication •Structure.

Conflict that hinders group performance It depends upon•Task Conflict •Relationship Conflict •Process Conflict Thursday. April 12. 2012 .Functional Vs Dysfunctional conflict: Conflict that supports the goal of the group & improves its performance.

Leads to innovation Looks at malfunctioning of a system.Positive outcomes of Conflict: -self introspection. Can be mild stimulation Thursday. April 12. 2012 .

Negative outcomes of Conflicts: Unproductive Climate of distrust Consequences Thursday. April 12. 2012 .

Cognition & Perceived conflict Felt conflict Personalization Stage 3.Communication.Potential opposition Conditions. structure. 2012 .Behavior Stage 5. Compromising Avoiding Accommodating Over conflict: Party’s behavior Other’s behavior Increased Performance Decreased Performance Stage 4.The Conflict Process: Stage1.Outcomes Thursday. April 12. Personal variables Stage2.Intentions Conflict handling intentions: Competing Collaborating.

lose .win approach Compromising style: win some.Win approach Avoiding style: Lose – lose approach Accommodating style. 3. 2012 . 2. 4. April 12.lose some Thursday. 5.Lose approach Collaborative style: Win.Conflict handling style: 1. Competing Style: Win.

April 12. 2012 concern High concern for self .Conflict Management style: Passive High concern behavior for others Assertiv e behavior Accommodatin g style Compromising style Collaborative style Avoiding style Competing style Aggressive behavior Low Thursday.

Competing style. April 12. 2012 .Win – Lose approach •When emergencies require quick action. •When the professional stakes are very high & you can not get a group to agree to one thing. •Unpopular course of action must be taken for long term organizational effectiveness. Thursday.

2012 .Accommodating style. Thursday.Win approach •Relationships are crucial •Maintaining harmony & avoiding disruption is important for the situation. April 12.Lose.

Collaborative style. 2012 . helpful & positive. •To exhibit trust among others. April 12. •This approach will lead to maximum commitment.Win-win approach •See conflict as natural. Thursday.

2012 .lose some Something is better than nothing Achieving total win.Compromising Style: Win is impossible Thursday. April 12.

lose approach •The issue is minor hence does not deserve any individual’s time & effort •Individual needs time to deal with the conflict •The other party is so strong •Others can deal with it more effectively. 2012 . Thursday.Avoiding style: lose. April 12.

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