conflict managemnent

8/7/2019 conflict managemnent

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CONFLICT MANAGMENT

Kapil Nailwal

MAMM Fourth Sem.

Sub- Communication Skills


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Learning Objectives

Understand the relationship betweenconflict and the organization

Identify sources and types oforganizational conflict

Appreciate different perspectives onconflict within the organization


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Learning Objectives(Cont.)

Employ various conflict handlingstrategies and styles

Identify conflict outcomes to theorganization


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Introduction Of Conflict

Conflictwhat is it?

A fight, a collision, a struggle,a contest;

Opposition of interests,opinions and purposes;

Mental strife, agony.

Concise Oxford Dictionary


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Introduction Cont.

Conflict soak up our time, attentionand energy like a sponge, and directour focus away in issues that are not

central to the tasks at hand. Conflicts wasted 42% of work

hours of an average work team

50% of turn-over is related toconflicts at work.


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DO YOU WANT CONFLICT?

Think of conflict as the appearanceof differences, an opportunity toconfront and work with the issues

Constructive confrontation leads tobreak through solutions thatintegrate the best view and ideas

from both sides


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Definition of Conflict

ConflictInteraction of personswho perceive incompatible

goals and interferencefrom one another inachieving those goals


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Defination Continued.

A process that occurs when aperson or group believes thatothers have or will take actionthat is at odds with their owngoals and interests.


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Nature Of Conflict

Conflict is inevitable in anygroup that is together forany length of time.

Different people will havedifferent viewpoints, ideas,and opinions.Conflict occurs whenever

there is no internalharmony within a person,or whenever there isdisagreement or a disputebetween individuals.


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Negative Connotations of Conflict

Getting angry is a waste of time.

They dont understand me.

I am afraid that how they will treatme later

Confrontation is unprofessional.

They will counter my argument andthrust my views and ideas.


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Changing Concepts on Conflict

CHANGING VIEWS ON CONFLICT:

Traditional view: Conflict is

destructive & unnecessaryModern view: Conflict is inevitable, &

may produce better organisationalperformance


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Changing views on Conflict (CONT.)

STIMULATING CONFLICT:

Build group diversity

Communicate to provoke change Encourage competition


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Sources of Conflict

Organizational Change

Personality Clashes

Different set of value systems

Threat to status

Lack of Trust

Interdependency and roles ,tasks and

reward systems Scarcity of resources

Miscommunication


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Outcomes of Conflict

Functional Conflict or Dysfunctional Conflict

Assertive or Cognitive Conflict


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Conflict & Performance

Dysfunctional Functional Dysfunctional

Optimal Balance

Level of Conflict

LevelofPerformance

High

High

Low

Low


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Types Of Conflict

Task Conflict

Relationship Conflict

Process Conflict

Individual ConflictIntrapersonal Conflict

Intergroup&Intragroup Conflict

Line& Staff conflict

Interorganizatioinal Conflict


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Conflict Process:

Sources of Conflict

Perceptions of Conflict

Participant Intentions Resolution Strategies

Conflict Outcomes


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Sources of Conflict

Organizational Change Personality Clashes Different set of value systems

Threat to status Lack of Trust Interdependency and roles ,tasks and

reward systems Scarcity of resources Miscommunication Contrasting Perception


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Perceptions of Conflict

This Stage is Important for theConflict Process as it decides whetherthe conflict will proceed towardsfurther Stages or not.

Perceptions can be of Two Types

Advantageous

Disadvantageous


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Participant Intentions

Conflict Outcomes are a product ofParticipant Intentions say P and as welltheir Strategies say S

Conflict Outcomes=(P*S)

So it can be said whatever outcome ofvarious Conflictis obtained in this

corporate world as well as in the SocialHuman life, is proportional to theParticipant Intentions


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Resolution Strategies

-

As

sertiv

eness

+

- Cooperativeness +

Accommodating

Competing Collaborating

Compromising

Avoiding

Collaborating

-I win, You Win

Competing

-I win, You lose

Accommodating

-I lose, You win

Avoiding

-You pass, I pass

Compromising-You bent, I bent


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Outcomes of Conflict

Functional Conflict or Dysfunctional Conflict

From the outcomes it can be either

Beneficial

Disastrous

Beneficial Leads to Convergence of energy in case ofindividuals /groups

Disastrous leads to Divergence of energy for the conflictingparties


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Conflict Management

Conflict Management is the techniqueto stop /convert the divergence ofenergy flow to convergence in anyworking environment Or It can besaid as the mere technique to convertDysfunctional conflict to Functional

one by adopting some conflictresolution techniques.


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Conflict Management Techniques

Communication

Bringing in Outsiders

Restructure the Organization

Adopting the Carrot and Rabbit Technique

Authoritative Command

Management of Scarce Resources

Integrated goal establishment Less Interdependence


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Quotes of Conflict Resolvment

In an Alliance there is always a giveand take policy

By Kamal Nath

If the Creator had a purpose inequipping us with a neck, he surelymeant us to stick it out.

By Arthur KoestlerEngage in Conflict Always

True or Not


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Thanks Giving

For being a patient listener

Thank YOU

conflict managemnent

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