INTERPERSONAL

SKILLS 
HANDLING
CONFLICTS 
PRESENTED TO
MAM NAGINA KANWAL

PRESENTED BY
1. SYED WASIQ ALI SHAH
2. ZAIN HAIDER
3. JAVERIA HASSAN
4. USAMA MUNIR
5. AYYAZ AHMED
6. MAHIR AHMED
       CONFLICT

 Conflict situation are an important aspects

of the workplace.A conflict is a situation when
the interest need goals or values of involved
parties interfare with one another.

 Disagreement between two peoples

 Clash in interest
 Difference in opinion
PERSONAL
QUARRELS

• An angry dispute or altercation;

a disagreement marked by a
temporary or permanent break in
friendly  relations.
• Suggestions include: Work
out if the issue is worth
fighting over. Try to
separate the problem from
the person. Try to cool
off first if you feel too angry
to talk calmly.
MISS-
MISUNDERSTANDING
UNDERSTANDING 
 Misunderstanding is a failure to
understand correctly the words or
behavior

• Misunderstandings are opportunities

for the parties involved to learn from
each other and discover how others
interpret the world.

• When you have been misunderstood you

should take the time to assess the
situation and have come to the
conclusion that you’ve been
misunderstood, your goal should be to
pursue clarity.
   DIFFERENCES IN VALUES
•Valuing differences creates a work environment where people can and want to do their best.
Working effectively in this diverse world starts with self-awareness–considering how you handle
bias, poor treatment, and conflict, and demonstrating that you value others.

HOW TO HANDLE IT
To resolve a value conflict, you need to
get both parts of the mind and put them
together, so they become one congruent
concept.
 POOR
COMMUNICATION
• Poor communication often
occurs when there is a
discrepancy between what is
said and what is heard. In
other words, the person being
communicated to
misunderstands what you're
communicating to them.
HOW TO HANDLE IT
Use clear communication strategies
to resolve workplace conflict
(e.g., set expectations, respect
personal differences, and use active
listening skills, neutral terms and
open body language).
ABUSE OF POWER
•The misuse of a position of power
to take unjust advantage of
individuals, organizations, or
governments. 
•Examples of abuse of power at the
workplace
•Harassing or bullying colleagues or
subordinates
 BULLYING BEHAVIOUR 

Bullying is aggressive behavior that involves ,unwanted , negative

actions .
        HANDLING CONFLICT SITUATIONS

        Determine the person or group with whom there is a conflict

                                Analyze the causes of the conflict

    Choose the strategy/strategies that will produce the best results

Consider alternative strategies for conflict management

                            Implement the decision.

                                    Evaluate the decision

 COMPROMISE
With a compromise each party wins something and loses something.
CREATIVE PROBLEM SOLVING.
Use of a creative problem-solving mode produces feelings of gain and no
feelings of loss for all conflict participants.

CONFLICT-RESOLUTION STRATEGIES 

Avoiding: This is the strategy of avoiding conflict at all costs. Some

people never acknowledge that a conflict exists. 
Withholding or withdrawing: In this avoid Ance strategy, one party
opts out of participation. They remove themselves from the situation.
This does not resolve the conflict. However, this strategy does give
individuals a chance to calm
Accommodating: This strategy is used when there isa large power
differential. The more powerful party is accommodated to preserve
harmony or build up social credits. What this means is that the party
of lesser power gives up his or her position in deference to the more
powerful party..