CONFLICT MANAGEMENT

Click to edit Master subtitle style PRESENTED BY: Abhishek Sharma Anika Chandra Bilal Ahmad Dar Nipun Jain Uzma Manzoor 4/18/12

What

is Conflict?

Conflict is defined as a clash between individuals arising out of a difference in thought process, attitudes, understanding, interests, requirements and even sometimes perceptions Conflict is nothing but a fight either between two individuals or among group members. No two individuals can think alike and there is definitely a difference in their thought process as well as their understanding. Whenever two individuals opine in different ways, a conflict arises.
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• • • • • • • • • Fear Why does conflict occur? Expectations Attachment Different knowledge Stress Scarce resources Misunderstandings Perceived oppression 4/18/12 Past Trauma .

•The reasons for the conflict are raised in the differentiation phase. • The resolution phase explores the various options to resolve the conflict. • 4/18/12 .Phases of conflict It is the phase when the individuals voice out their differences against each other.

• Organizational conflict is a state of discord caused by the actual or perceived opposition of needs. 4/18/12 . • Examples: Rivalries. role definitions. jealousies. personality clashes. values and interests between people working together. and struggles for power and favour. Organizational Conflict • Inevitable clash between formal authority and power and those individuals and groups affected.

One fine day. There was a major clash in their understanding of the project and both 4/18/12 • . they were asked to give their inputs on a particular project assigned to them by their superior.Example • Tim and Joe were working in the same team and were best of friends.

Sources of Conflict Status inconsistency Different goals & time horizons Overlapping Authority Conflict Scarce Resources Incompatible evaluation & Reward Task Interdependen cy 4/18/12 .

• Effects Of Conflicts on Business Job Satisfaction Turnover Absenteeism Health Issues Cost • • • • 4/18/12 .

Conflict and Organizational Performance Hig h B Level of Organizational Performance Lo w 4/18/12 A Lo Lo w w Level of Conflict C Hig h .

Types Of Conflicts 4/18/12 .

– u u Managers play a key role in resolution of this conflict Inter organizational Conflict: occurs across 4/18/12 organizations.Types of Conflict in the organization u Interpersonal Conflict: between individuals based on differing goals or values. Intragroup Conflict: occurs within a group or team. u . Intergroup Conflict: occurs between 2 or more teams or groups.

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Conflict Management • Conflict management involves implementing strategies to limit the negative aspects of conflict. The aim of conflict management is to enhance learning and group outcomes. 4/18/12 • • • . It is not concerned with eliminating all conflict or avoiding conflict. To increase the positive aspects of conflict at a level equal to or higher than where the conflict is taking place.

Conflict Management Strategies • • • • • • • Ignoring the conflict Physical Separation Withdrawal Dominance Appeal procedures Compromise Liaison 4/18/12 group/intermediaries/integrators .

• • • • • • Member Relations Reduce inder-dependence Procedural and structural changes Superordinate goals Identifying a common enemy Integrated problem solving 4/18/12 .Contd.

committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of the group. 4/18/12 • .Conflict Resolution • The methods and processes involved in facilitating the peaceful ending of some social conflict.

Conflict Resolution Styles 4/18/12 .

Conflict Resolution Styles • • • • • Competing (dominance) Avoiding (withdrawal) Accommodating (smoothing) Compromising (lose-lose) Problem solving/confrontation/collaboration (win-win) 4/18/12 .

Conflict is Not Always Bad • • • • • Conflict encourages new thinking Conflict raises questions Conflict builds relationships Conflict opens minds Conflicts beats stagnation 4/18/12 .

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Thank You 4/18/12 .

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