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Managing team and organizational

conflict

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Prepared for:Prof. Dr. Zahurul Alam

Advisor Department of Business Administration

Leading University, Sylhet

Md. Abdur Rob Rejvee1611017019

Mahmudul Hasan1611017014 Masum Hussain

1611017021

Sharmila Dash Simi1431015008

Husne Ara Begum Helen1201010541

Submitted By,

Head Hunter’s

What is Team conflict ?

Team conflict is common in the workplace where it may hinder productivity and the achievement of team goals. If management of conflict is not effective, it can totally disrupt the entire group process but successfully-managed conflict may benefit the group.

Nature of Conflict

• Conflict arises out of mutually exclusive goals

• Conflict is different from Competition

Six-step procedure for dealing with conflict in teams

Conflict is a normal part of working in teams, because it brings creativity and helps avoid group think. However, too much conflict can stop teams for doing their work and certain procedures should be followed to get back on track. Guffey, Rhodes and Rogin have come up with a six-step process for dealing with conflict in teams:

• Listen: In order for everyone to understand the problem.• Understand the other's point of view: Listening makes understanding the other's

position easier. Show this by asking questions.• Show a concern for the relationship: Focus on the problem, not the person. Show

that his or her needs are cared for and an overall willingness to resolve the conflict.• Look for common ground: Identify both sides' interest and see what you have in

common.• Invent new problem-solving options: Brainstorm on new ways to solve the conflict

and be sure to be open to new suggestions.• Reach an agreement on what's fair: Find a middle ground of what's fair and

choose the best options after weighing the possible solutions.

Types of team conflicts

“Team conflicts” have three common symptoms:

Team members persist in arguing the same points. When the team reaches impasse, talks gets

personal. Accusations may be spoken out loud, and members may speculate privately about one another’s motives.

Once negative attributions take hold, emotions flare and progress halts.

Sources of Conflict

Ways to deal with team conflict effectively

1. Acknowledge the Conflict

2. Stop and Cool Off

3. Clarify Positions

4. List facts and assumptions

5. Break into smaller groups

6. Reconvene the groups

7. Celebrate the resolution as a team

Organizational conflict

It is a state of discord caused by the perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.

Types of organizational conflictPersonal conflictA personal conflict involves a conflict between two people, most

often from a mutual dislike or personality clash.Intragroup conflictConflict arises in groups because of the scarcity of freedom, position,

and resources. People who value independence tend to resist the need for interdependence and, to some extent, conformity within a group. People who seek power therefore struggle with others for position or status within the group.

Intergroup conflictIntergroup conflict occurs in four general forms. Horizontal strain

involves competition between functions, for example, sales versus production, research and development versus engineering, purchasing versus legal, line versus staff, and so on.

Positive outcomes

• In a different view, organizational conflict represents an opportunity for productive change. The use of effective communication lies at the heart of this view.

• The simple act of acknowledging and seeking solutions to organizational conflicts can defuse them and draw employees into a stronger relationship with the business.

• It can also encourage an adaptable organization that copes efficiently with the rapid changes faced by modern businesses.

Negative outcomes

• Conflicts cause stress, which reduces worker satisfaction.

• This diminished satisfaction can lead to increases in absenteeism and turnover.

• Conflict can also diminish trust in supervisors and fellow employees, which can slow or stop progress on projects.

The Effect of Conflict on Organization Performance

Causes for Conflicts

Managerial Expectations• It is the job of an employee to meet the expectations of his

manager, but if those expectations are misunderstood, conflict can arise.

Breakdown in Communication• If a department requires information from another department in

order to do its job, and the second department does not respond to the request for information, a conflict can arise.

Misunderstanding the Information• One person may misunderstand information, and that can trigger a

series of conflicts. In order to deal with this kind of situation, it is best to have the person admit her misunderstanding and work with the affected parties to remedy the situation.

Causes for Conflicts

Lack of Accountability• If something has gone wrong, and no one is willing to take

responsibility for the problem, this lack of accountability can start to permeate throughout the entire company until the issue is resolved.

Role conflict• Behavioral scientists sometimes describe an organization as a system

of position roles. Each member of the organization belongs to a role set, which is an association of individuals who share interdependent tasks and thus perform formally defined roles.

Office romance• Office romances can be a cause of workplace conflict. Accusations of

favoritism may occur, especially if it is a supervisor-subordinate relationship. If the relationship goes awry, one party may seek to exact revenge on the other.

Ways to handle Conflicts

Conflict is inevitable in any organization. Conflict can arise from a variety of sources, and between supervisors and subordinates, between co-workers, and between employees and customers.

Positive Perspective• Accept conflict as a natural growth process and influence

your company culture to view constructive conflict positively.Grievance Procedure• Create a formal grievance procedure for all employees.• Let employees at all levels of your organization know that

their voices will always be heard, and respond promptly and reasonably to employees issues.

Ways to handle ConflictsGet to the Cause• Focus on deep-rooted causes rather than superficial effects when

assessing conflicts. Parties to a conflict often claim to have issues with the behavior of co-workers or the outcome of company policies and work procedures, but these issues are likely being caused by something deeper.

Equal Voices• Give all parties of a conflict an equal voice, regardless of their

position, length of service or political influence.Resolution Participation• Involve all parties, if possible, when drafting conflict resolutions. The

theory of Management By Objectives (MBO) states that employees are generally more committed to goals that they have helped to create.

Conflict Resolution

The ideal method for resolving problems and making difficult decisions involves two steps, a magic formula that is guaranteed to work. In fact, it’s never failed when applied correctly. Here it is:

• Define the problem

• Decide how to solve it

Conflict ResolutionStep 1: Defining the problem• Verbalize other person’s position if he cannot do so

himself. Then effective time period should be allocated . After that the person should be sure the other person understands your commitment to finding a solution acceptable to both.

Step 2: Generating possible solutions (brainstorming)• Think divergently• Ask the other person to suggest solutions first • Avoid all evaluation for now

Conflict ResolutionStep 3: Evaluating the various solutions• Honestly and reality are now important• Actively listen and genuinely consider the other

person’s preferences• One solution to make sure you both understand

Step 4: Deciding on a mutually acceptable solution• Be careful not to push your solution• When close to agreement, state the tentative

Solution to make sure you both understands

Conflict Resolution

Step 5: Implementing the solution• Decide who will do what and when• Trust the other person to do his part rather

than talk about failure contingencies

Step 6: Evaluating the solution• All decisions are open to modification or

repeal, but not unilaterally

Resolution of organizational conflict1. Managing resources 2. Ombudsman3. Decentralization4. Clarifying organizational roles5. Reorganization of relationships among departments6. Regulating communication flow7. Reducing differences 8. Induction programs9. Job redesign10. Role clarification11. Interpersonal level

Benefits of proper conflict management

To Employees

Improved on-the-job and off-the-job relationship

Self-Satisfaction

Improvements in ones’ health and well-being

Reduced stress.

More value and balance in daily life

Measures to prevent imbalance in the organization

Describe the Causes of Stress in Workplace

Counseling

Know it won’t always be perfect

Be present, consistent and accountable

Be flexibleSet boundaries and learn to say No.

Change

That’s All of Our

Presentation

Thanks for Patient Hearing