Group No.

8
Anamika Sharma Roy
Gargi Bhadauria
Mohammed Tharik
Ravi Chaitanya
Summiya Saify
Varun Garg
 What is conflict?
• ItYour
is afeelings
situation where one party
perceives My feelings
Your that its interest are opposed or
negatively My behaviour
behaviour affected by another party
• State of disagreement
Mismatchbetween
individuals or groups that differ in
attitude, goals, values, etc.
Conflict
 The Traditional View
• Bad, taken negatively
• Related to violence, destruction,
irrationality
• 1930’s-1940’s
• Dysfunctional
• Simple process- Find and Solve
 Human Relations View
• Natural Occurrence
• Inevitable
• Acceptance of Conflict
• Benefit the Group
Interactionist View
• Conflict is Good
• Harmonious, peaceful and organized manner
• Better Ideas and High Productivity
• Creativity Increases
•Task Conflict
Content and Goal of work
Low conflicts leads to ideas
•Relationship Conflict
Interpersonal Relationships
Always Dysfunctional
Ego and Understanding
 Process Conflict
•How work gets done
•Who has to do what
•Low level of conflict can be
functional
Needs
Perceptions
Socio-cultural Backgrounds
Power
Values
Feelings and Emotions
 Stage 1:Potential Opposition or
Incompatibility
• Identify the Cause
 Communication
Structure
Personal Variables
Stage 2: Cognition and Personalization
• Conflict is defined or given meaning
Perceived Conflict
Felt Conflict
 Stage 3: Intentions
• Decisions to act in a given way
• Various Strategies
Stage 4: Behaviour
• Conflict becomes Visible
Stage 5: Outcomes
• Functional
 Effectiveness and Productivity
• Dysfunctional
Stop Communicating, Reduce
Cohesiveness and Halt of Group
 Defining Identifying
Conflict Causes

Managerial Strategy
Action Formulation