CONFILCT AND CONFLICT RESOLUTION

Group #14Ahsan Ali ()LiabaMueez Malik Shehroz

Agenda

Introduction to Conflict Definition of Conflict Nature of Conflict Conflict resolution

Introduction The concept of conflict , being an

outcome of behaviors, is an integral part of human life. Where ever there is interaction, there is conflict.

Conflict can be considered as an expression of hostility(unfriendliness or opposition), negative attitudes, antagonism, aggression, rivalry and misunderstanding.

Defination

It is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect something that the first party cares about.

Conflict is a psychological state of mind when people are in a dilemma whether to do or not to do a thing, is a state of conflict.

Nature of Conflict Conflict between two individuals implies

that they have conflicting perception, values and goals.

Conflict is a dynamic process

Common causes of conflict

Scarcity of resources (finance, equipment, facilities, etc)

Different attitudes, values or perceptions Disagreements about needs, goals,

priorities and interests Poor communication Poor or inadequate organizational structure Lack of teamwork Lack of clarity in roles and responsibilities

Who do we come into conflict with?

SHEHROZ

LEVELS & TYPES OF CONFLICTLevel of conflict Types of conflict

Organization

Group

Individual

Within & between organization

Within & between group

Within & between individual

Group ConflictIntragroup conflict: • conflict among members of a group• early stages of group development• ways of doing tasks or reaching group’s goals

Intergroup conflict: • between two or more groups

Individual ConflictInterpersonal conflict:• between two or more people a differences in views

about what should be done• differences in orientation to work and time in

different parts of an organization

Intrapersonal conflict:• A conflict that occurs solely person's own mind.

Conflict Management

is defined as “the opportunity to improve situations and strengthen relationships”

MUEEZ MALIK

5 ways to manage conflict•Competition (A)•Compromise (B)•Collaboration (C)•Avoidance (D)•Accommodation (E)

Conflict ContinuumI win, you lose (competition—A)

I lose or give in (accommodate—B)

We both get something (compromise—C)

We both “win”(collaborate—D)

Competetion A competing style is one in which the

concerns and the position of the opposition are completely ignored.  Winning the argument is the only metric, and any concession to the other side is seen as a sign of weakness

It is assertive

Collaborating style

Motto: "Let's find a solution that works for all of us.

Sometimes called a 'win/win' strategy, the collaborating style strives to make sure that both sides are satisfied.  It requires an open discussion of all the issues and concerns, exploration of alternative solutions, and honesty and commitment from all the parties

Compromising style

You win some, you lose some You are willing to trade some of your

needs in order to win concessions from the other side.  This style can be effective when both parties are equally powerful and willing to cooperate, and they want to preserve the relationship for the future.  

LIABA

Avoiding style

"I'll think about that tomorrow." The goal of the avoiding style is to avoid

making a decision at whatever cost.  Neither your concerns nor the concerns of the other party need be satisfied.  Obviously, this style is only appropriate when the issues are of low importance, or it is clear to both parties that the consequences of delay in making a decision will be minimal 

Accommodating style

"Whatever." The accommodating style is one of

sacrifice, selflessness and low assertiveness.  You are willing to give up just about everything in order to preserve the relationship with the other party

Conflict Resolution in Groups

Resolving Intra-Group Conflict : Conflict with in a family can be resolved if the members recognize and respect roles of family members. All the members need to realise that devided they stand, united they fall. Probably a family friend may intervene to resolve the dispute if the members fail to resolve the conflict themselves

Key points to remember• Be a model of calm and control • Don't assume people are being difficult

intentionally • Find a quiet place in to resolve

conflicts....privately @Set some ground rules for the discussion: • No raising of voices • This is not a debate • Confront the issues, not the people

Reaching win-win

Reference Special thanks tohttps://www.dougsguides.com/

collaborating

http://Slide share.net/N.N.V. Krishna Kanth

http://smallbusiness.chron.com/5-conflict-management-strategies-16131.htmlHimalaya.