CONFLICT MANAGEMENT

Presented by, Amol Mane Systems 09-11

WHAT IS A CONFLICT?

Opposition arising from disagreements due to inconsistent objectives, thoughts, or emotions within or among individuals, teams, departments or organizations.

 Task

conflict Process conflict Relationship conflict

 Conflict

between 2 senior members would seem to be a task conflict

It

is generally based on differences in vision, intention or quality expectation

 This

form of conflict centers around the process, procedures, steps or methods used to reach the goal differences in approaches can lead to communication breakdowns and ultimately, conflicts

These

 This

form of conflict is directly between people

Relationship

conflict can penetrate and damage all aspects of the of an organization

 Negative

view Positive view Balanced view

 Avoidance Smoothing Forcing Compromise collaborative

CONFLICT MANAGEMENT STYLES

Assertive Persons desire to satisfy own concerns Unassertive

Forcing

Collaboration

Compromise

Avoidance
Uncooperative

Smoothing
Cooperative

Persons desire to satisfy concerns of others

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AVOIDANCE STYLE
I dont have enough time I dont have enough facts Perhaps the best way is to proceed as you think best

Criticism: The conflict is not solved

Example situations where avoidance style is appropriate

Minor issues Inadequate facts and power

Others can more effectively resolve the conflict 10

SMOOTHING STYLE
If it makes others happy, I wont challenge their views I dont want to hurt the feelings of others

We should not risk our friendship, so lets not worry too much about the problem, things will work out

Criticism: It encourages individuals to cover-up or gloss over their feelings Example situations where smoothing style is appropriate Emotional conflicts Talented employees
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FORCING STYLE
If you dont like the way things are run get out If you cant learn to cooperate, I am sure others who will, can be hired

Criticism: The subordinates interests are ignored. The conflict is not analysed Example situations where forcing style is suitable
Inadequate time Stopping people from taking advantage of him/her
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COMPROMISE STYLE
I let other people win something, if they let me win something I try to find out a position between theirs and mine

Criticism: people may encourage compromise on stated issues rather than on real issues Example situations where compromise style is acceptable It is not possible to achieve a win-win agreement When conflicts block important agreements
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COLLABORATIVE STYLE
I try to get all view points & issues out in the open

Best alternatives must be arrived through analysing

Criticism: It is not suitable when win-win situation is not possible Example situations where this style is appropriate The parties disagree over the best means to achieve the common goals When there is a need for high-quality decisions
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 Inadequate

time When a manager is expected to be autocratic

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