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    Training Individual Conflicts

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    becbellary
    Conflict arises when one individual or group perceives another as hindering their goals. There are two main types of conflict in organizations: interpersonal and inter-group. Potential sources of conflict include different goals, limited resources, varying power or ideologies, and different perceptions. Conflict can be escalated based on a narrow self-interest or prevented through a broader outlook of complementarity and sharing. There are different types of conflict such as veridical, contingent, displaced, and latent. While dysfunctional conflicts drain energy, functional conflicts can nurture organizations by generating new ideas.

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    Training Individual Conflicts

    Uploaded by

    becbellary
    10 views6 pages
    Conflict arises when one individual or group perceives another as hindering their goals. There are two main types of conflict in organizations: interpersonal and inter-group. Potential sources of conflict include different goals, limited resources, varying power or ideologies, and different perceptions. Conflict can be escalated based on a narrow self-interest or prevented through a broader outlook of complementarity and sharing. There are different types of conflict such as veridical, contingent, displaced, and latent. While dysfunctional conflicts drain energy, functional conflicts can nurture organizations by generating new ideas.

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    Conflict arises when one individual or group perceives another as hindering their goals. There are two main types of conflict in organizations: interpersonal and inter-group. Potential sources of conflict include different goals, limited resources, varying power or ideologies, and different perceptions. Conflict can be escalated based on a narrow self-interest or prevented through a broader outlook of complementarity and sharing. There are different types of conflict such as veridical, contingent, displaced, and latent. While dysfunctional conflicts drain energy, functional conflicts can nurture organizations by generating new ideas.

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    10 views6 pages

    Training Individual Conflicts

    Uploaded by

    becbellary
    Conflict arises when one individual or group perceives another as hindering their goals. There are two main types of conflict in organizations: interpersonal and inter-group. Potential sources of conflict include different goals, limited resources, varying power or ideologies, and different perceptions. Conflict can be escalated based on a narrow self-interest or prevented through a broader outlook of complementarity and sharing. There are different types of conflict such as veridical, contingent, displaced, and latent. While dysfunctional conflicts drain energy, functional conflicts can nurture organizations by generating new ideas.

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    of 6

    TRAINING INDIVIDUAL

    CONFLICTS
    WHAT IS CONFLICT ?
    What is conflict?
    Is a perception in the mind of an individual or a
    group of individuals that the other person or
    group is hindering the first party from achieving
    a goal.
    Interpersonal and Inter-group conflicts are two
    main forms of conflict in an organisation.

    WHAT ARE THE SOURCES
    OF CONFLICT?

    Potential Source of
    Conflict
    Conflict- escalation Mode Conflict- prevention /
    Resolution Mode




    Concern with self

    Different goals
    Resources
    Power
    Ideologies
    Varied Norms
    Relationship
    Perception Resultant
    Orientation
    Perception Resultant
    Orientation
    Narrow
    (Own)

    Conflicting
    Limited
    Limited
    Conflicting
    Undesirable
    Dependent


    Short-term
    perspective

    Individualistic
    Fighting
    Lack of trust
    Stereotyping
    Intolerance
    Dominance/
    Submission
    Broader


    Complementary
    Expandable
    Shareable
    Varied
    Useful
    Interdependent


    Long-term
    perspective

    Superordination
    Sharing
    Trust
    Understanding
    Tolerence
    Empathy & Co-
    operation

    TYPES OF CONFLICT
    Veridical Conflict. Exists objectively and perceived
    accurately.
    Contingent Conflict. Conflict existence dependent upon
    readily rearranged circumstances.
    Displaced Conflict. Parties arguing wrong things.
    Misattributed Conflict. Wrong parties, and as a
    consequence, usually over wrong issues.
    Latent Conflict. Conflict that should be occurring.
    False Conflict. No objective basis for conflict.
    FUNCTIONAL &
    DYSFUNCTIONAL CONFLICT
    Dysfunctional Conflicts drain energy from
    individuals and team, creating problems in
    achievement of organisational goal.
    Functional Conflict nurtures organisation-
    dissent, challenges to the system, and
    generation of new ideas actually contribute
    to the growth and development of
    individuals and groups.
    CONCLUSION

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