CONFLICT MANAGEMENT

-A demonstration through a role play

Group 6:

Dara Kavya H017-18

Dileep Kumar H028-18
Sanjeev Sah H047-18
Deepika H018-18
Pranav Batra H042-18
Mahantesh H031-18
Navya Singh H039-18
 Brazilian Saying
(Ditado popular, Portuguese)

Toda unanimidade é burra.

(“It’s dumb if we all agree.”)

Introduction

 Conflict is not always bad for an organization

 Do not need to reduce all conflict
 Conflict episodes: ebb and flow of conflict
 An inevitable part of organization life
 Needed for growth and survival
 Conflict management includes increasing and decreasing conflict
 Major management responsibility
Conflict Frames and Orientations (Cont…)

 Conflict orientations
 Dominance: wants to win; conflict is a battle
 Collaborative: wants to find a solution that satisfies everyone
 Compromise: splits the differences
 Avoidance: backs away
 Accommodative: focuses on desires of other party
Conflict Frames and Orientations (Cont…)

Conflict orientation and the conflict aftermath

Avoidance
Collaborative Compromise Accommodative
Dominance

No residue High residue

Conflict aftermath
Reducing Conflict

 Overview
 Lose-lose methods: parties to the conflict episode do not get what they want
 Win-lose methods: one party a clear winner; other party a clear loser
 Win-win methods: each party to the conflict episode gets what he or she wants
Reducing Conflict (Cont..)

 Summary
 Lose-lose methods: compromise
 Win-lose methods: dominance
 Win-win methods: problem solving
1.De-Maneuvering of a Manufacturing Firm

Type 1: Avoidance Type 2: Dominating Type 3: Accommodating

After Scene 1: After scene 2: After Scene 3:
Observations Observations Observations
 Low concern for others  High concern for self  High concern for others
 Refusing to talk.  Low concern for others  Low concern for self
 Changing the topic  Aggressive or rude  Excessively empathetic
attitude “I will agree with
 Walkway 
 Lack of co-operation whatever you think is
 I lose, you lose best”
 I win you lose
 You win, I lose
1.De-Maneuvering of a Manufacturing Firm (Contd…)

Type 4: Compromising TYPE 5: Collaboration

After scene 4: Observations
 Mid concern for others
 Mid concern for self
 Meeting in the middle
 Fairness
 You win some and lose some / I
win some and lose some
After scene 5: Observations
 High concern for others
 High concern for self
 Compromise = Integrate
 “I want to make sure this works for
both of us:
 You win I win
2. The Curious Case of 123kart

Scene 1: Dominating
 As the HR manager and Union leader is in conversation with each other. In scene 1 we
have created situation where the HR dominates the situation. And what wrong went
there
 Union leader just came without validation of facts and just by reading newspapers and
coming to a consensus for the demand.
 He didn’t ask for a suitable time from the manager and just barged in to his cabin.
 HR is already caught up with his important work. He didn’t like the idea of the leader
coming at that crucial moment.
 HR just asked to give his ideas and gave little time for discussion and didn’t listen. He
could have politely told him about his busy schedule.
 HR denied the possibility of his idea and mocked it and straight asked him to leave.
 Leader gave him threat and left.
2. The Curious Case of 123kart (contd…)

Scene 2: Collaborative
 In this second scenario, the approach was collaborative from the HR manager.
 HR listened to the union leaded about the issue, explained him why he was rude in the previous
scenario and assured him that it wouldn’t be repeated. He also explained the importance of
the organization doing well.
 When the union leader felt his ideas were not being respected, the HR manager explained to
him about how the organization implemented some of his (union leader) ideas and why it is not
possible to implement this particular idea at this point.
 He also complimented the union leader for his brilliant ideas in the past along with showing
empathy to the shop floor workers.
 He also said that the management is always there for the employees. So, he said the
management will come up with a solution for the increasing temperatures on the floor so that
employees can work comfortably.
 Along with that, he also promised to provide a two other amenities to the workers to show them
that the management cares for them.
3. Hail! Trade Unions!

Highlights : Collective bargaining and how the conflict between management and
trade union is managed and resolved.
 Scene 1: - This is the first phase- Introducing a change
This is about the management’s making a new announcement to the workers
Management announces that they will reduce the casual leaves from 7 days to
4 days per year
 Scene 2: - In this scene we introduce the second phase – Resistance to change
 Scene 3: - In this scene we introduce the third phase – Accommodate the
change
Both the parties had their views presented before the adjudicator and they
finally reach to a conclusion.
Thank You!