This document provides an overview of conflict management. It defines conflict and describes types of conflict including intrapersonal, interpersonal, intragroup, and intergroup. Reasons for conflict include individual differences, limited resources, perception differences, and cultural differences. Constructive conflict can improve problem solving while destructive conflict hinders performance. Organizations use conflict management to achieve goals efficiently. Views of conflict have changed from seeing it as something to avoid to recognizing it as inevitable and can contribute to performance if managed properly. Conflict management styles include competing, collaborating, compromising, avoiding, and accommodating. The conclusion emphasizes the importance of effective communication and finding solutions where all parties give and take.
This document provides an overview of conflict management. It defines conflict and describes types of conflict including intrapersonal, interpersonal, intragroup, and intergroup. Reasons for conflict include individual differences, limited resources, perception differences, and cultural differences. Constructive conflict can improve problem solving while destructive conflict hinders performance. Organizations use conflict management to achieve goals efficiently. Views of conflict have changed from seeing it as something to avoid to recognizing it as inevitable and can contribute to performance if managed properly. Conflict management styles include competing, collaborating, compromising, avoiding, and accommodating. The conclusion emphasizes the importance of effective communication and finding solutions where all parties give and take.
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This document provides an overview of conflict management. It defines conflict and describes types of conflict including intrapersonal, interpersonal, intragroup, and intergroup. Reasons for conflict include individual differences, limited resources, perception differences, and cultural differences. Constructive conflict can improve problem solving while destructive conflict hinders performance. Organizations use conflict management to achieve goals efficiently. Views of conflict have changed from seeing it as something to avoid to recognizing it as inevitable and can contribute to performance if managed properly. Conflict management styles include competing, collaborating, compromising, avoiding, and accommodating. The conclusion emphasizes the importance of effective communication and finding solutions where all parties give and take.
Copyright:
Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online from Scribd
Nikita Soni Ami Shah FLOW OF PRESENTATION Introductionto conflict Types of conflict Reasons for conflict Organizational conflict management Changing views of conflict Conflict management styles Conclusion CONFLICT Conflict is a natural disagreement between two or more people. It is a process in which one party ( or person ) perceives that its interests are being opposed or negatively affected by the other party. It exists when one or more parties believe that the behavior of the other prevents them from achieving their goals. Types of Conflict Intrapersonal Conflicts Approach - Approach Conflict – Here, the individual must decide between two positive choices, such as hiring one of two well- qualified candidates to fill a vacant position. Avoidance - Avoidance Conflict – Here, the choice is between two negative alternatives, such as whether to lay off workers or declare bankruptcy. Approach - Avoidance Conflict – Each choice has positive as well as negative characteristics. For example, a financial manager might have to decide between a high-risk, high- return investment and a low-risk, low-return investment. Interpersonal Conflict Occurs when two or more individuals perceive that their goals, attitudes, behaviour etc are in opposition. Intra group Conflicts Occurs between the members of a same group that results in the groups effectiveness. Inter-group Conflict Refers to the disputes, disagreements, opposition between different teams, groups etc. CONSTRUCTIVE CONFLICT
Results in positive benefits to individuals, the
group, or the organization. Opens up an issue in a confronting manner Develops clarification of an issue Improves problem-solving quality Increases involvement Provides more spontaneity in communication Initiates growth Strengthens a relationship when creatively resolved Helps increase productivity DESTRUCTIVE CONFLICT Works to the disadvantage of individuals, the group, or the organization. diverts energy from real task destroys morale polarizes individuals and groups deepens differences obstructs cooperative action produces irresponsible behavior creates suspicion and distrust decreases productivity REASONS FOR CONFLICT Reasons for Conflict Law of individual differences. Limited resources. Difference in perception. Different values. Varied beliefs. Cultural differences. Job design Incompatible needs. WHY ORGANIZATIONS USE CONFLICT MANAGEMENT ? Effective & efficient achievement of goals To have a shared vision of what they are striving to achieve the clear objectives for department and individual. For recognizing and resolving conflicts to promote co-operation. CHANGING VIEWS OF CONFLICT Changing Views of Conflict Traditional Views Current Views Avoidable. Not avoidable.
performance. performance. Task is to manage level Task is to eliminates conflict. of conflict. Moderate level of Removal of conflict. conflict. CONFLICT MANAGEMENT STYLES Conflict Management Styles Competing Collaborating High Assertiveness
Compromising
Avoiding Accommodating
Low Cooperativeness High
Assertiveness : Confidently aggressive or self-assured Cooperativeness : working or acting together willingly for a common purpose or benefit. Conflict Management Styles Competing style : WIN – LOSE approach. High on assertiveness and low on cooperativeness. Here, people try to achieve their own goals without the concern of others. Results in de-motivation of subordinates. Thus reduces the commitment of employees to higher productivity. Used when a decision has to be taken in emergency, or a stern action is to be taken against an employee, or when you have to take a important decision and there are varied opinions among the group. Conflict Management Styles Accommodating Style : LOSE – WIN approach. Cooperative and unassertive behavior. Submission to the wishes of others. Encourages cooperation. May be perceived as weak and submissive in nature and hence may be taken for granted. Used when relationships are crucial, maintaining harmony and avoiding disruption are important in the situation. Conflict Management Styles Collaborating Style : WIN – WIN approach. Strong cooperative and assertive approach. Here, conflict is recognized openly and evaluated by all concerned parties, reasons are found out and solutions are derived so that all the parties involved will be satisfied. Used when there is a culture of openness, required time and energy can be affordable, there is support from the management. Conflict Management Styles Compromising Style : WIN SOME – LOSE SOME approach. Intermediate level of assertiveness and cooperativeness. Works only in the short run. A workable solution is somehow found. Used when the parties concerned compromise with something for nothing, or when win – win is not possible. Conflict Management Styles Avoiding Style : LOSE – LOSE approach. Unassertive and uncooperative behavior. A person here tries and remains neutral, ignores disagreements and stays away from conflict. Used when the issue is not very important or is temporary, the individual needs time to deal with the conflict, the other party is too strong or someone else can deal more effectively. CONCLUSION Effectiveto resolve conflicts. Speak with your mind & heart. Listen well. Express strong feelings appropriately. Summarize and ask questions. Give and take. Avoid all harmful statements BEST SOLUTION THANK YOU ANY QUESTIONS ?? ?