Conflict management

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Conflict management

  1. 1. CONFLICT MANAGEMENT 12–1
  2. 2. How can we deal positively with conflict? Conflict. – A disagreement between people on: • Substantive issues regarding goals and tasks, allocation of resources, distribution of rewards, policies and procedures, and job assignments. • Emotional issues arising from feelings of anger, distrust, dislike, fear, and resentment, as well as personality clashes. – Conflict that is well managed can help promote creativity and high performance. 2
  3. 3. Types of conflict Functional conflict. – Moderately intense conflict. – Constructive and stimulates people toward greater work efforts, cooperation, and creativity. Dysfunctional conflict. – Low-intensity and very high-intensity conflict. – Destructive and hurts task performance. 3
  4. 4. Figure 15.3 The relationship between conflict and performance. 4
  5. 5.  Causes of conflict: – Role ambiguities. – Resource scarcities. – Task interdependencies. – Unresolved prior conflicts. 5
  6. 6. Structural Approaches for resolving conflict Structural approaches for resolving conflicts: – Appealing to superordinate goals. – Making more resources available. – Changing the people. – Altering the physical environment. 6
  7. 7.  Integrative devices for resolving conflicts: – Using liaison personnel, special task forces, cross-functional teams, or a matrix organization. – Changing reward systems. – Changing policies and procedures. – Training in interpersonal skills. 7
  8. 8. Conflict Management Styles People’s conflict management styles reflect different combinations of cooperative and assertive behavior. – Cooperativeness is the desire to satisfy the other party’s needs and concerns. – Assertiveness is the desire to satisfy one’s own needs and concerns. 8
  9. 9. Figure 15.4 Alternative conflict management styles. 9
  10. 10.  Conflict management styles: – Avoidance (withdrawal). • Uncooperative and unassertive. – Accommodation (smoothing). • Cooperative and assertive. – Competition (authoritative command). • Uncooperative and assertive. – Compromise. • Moderately cooperative and assertive. – Collaboration (problem solving). • Cooperative and assertive. 10
  11. 11.  Conflict management styles: – Lose-lose conflict. • Management by avoidance or accommodation. – Win-lose conflict. • Management by competition and compromise. – Win-win conflict. • Management by collaboration. 11
  12. 12. THREE VIEWS EVOLVED REGARDING CONFLICT1. Traditional view of conflict The views that all conflict is bad and must be avoided.2. Human relations view of conflict The view that conflict is a natural and inevitable outcome in any group.3. Interactionist view of conflict• The vies that some conflict is necessary for a group to perform effectively. 12

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