Conflict Management

Definition

 Defined as a process that

begins when party perceives
that another party has
negatively affected, or is about
to negatively affect, something
that the first party cares about.
Transitions in Conflict thought.

 The traditional view.

 The human relation view.

 The integrationist view.

The Traditional View
 The traditional view was cosistent
with the attitudes that prevailed
about group behaviour in the 1930s
and 1940s.
 Conflict was seen as dysfunctional
outcome resulting from poor
communication a lack of openness
and trust between people, and the
failure of mangers to be responsive
to the needs and aspirations of their
employees
The human relations view

 The human relations position

argued that conflict was a
natural occurrence in all groups
and organizations.
The Integrationist View

 The integrationist approach

encourages conflict on the
grounds that a harmonious,
peaceful, tranquil, and
cooperative group is prone to
becoming static, apathetic, non
responsive to needs fro change
and innovation.
Functional versus
Dysfunctional Conflict
 Functional :- some conflicts
support the group and improve
its performance.
 Dysfunctional:- the conflicts that
hinder group performance,
destructive from of conflicts.
Types of Conflicts

Functional Dysfunctional

Process
Task Relationship

relates
relates to the To how work
content and Gets done
goals of the focuses on
work. the
interpersonal
relationship
The conflict
process
STAGE 1
Potential Opposition or
incompatibility
ANTECEDENT CONDITIONS
 Communication

 Structure

 Personal variables
STAGE 2
Cognition and personalization
 Perceived conflict
 Felt conflict
STAGE 3
Intentions
CONFLICT- HANDLING
INTENTIONS
 Competing

 Collaborating

 Compromising

 Avoiding

 Accommodating
STAGE 4
Behavior
OVERT CONFLICT
 party’s behavior

 Others reaction
STAGE 5
Outcomes
 Increased group performance
 Decreased group performance
THANK
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