Conflict management With urdu captions

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Conflict management With urdu captions (An Islamic Perspective)

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Conflict management With urdu captions

  1. 1. CONFLICT MANAGEMENT
  2. 2. Conflict Management•Quran & sunnah on C.M. •Reasons of conflict •Types of conflict •Conflict Management Styles •Exercise – find my style of C.M.
  3. 3. INTRODUCTION3  People belongs to different – Background Point of View Values, Need Personalities When they interact tension are developed Disagreement, Confusion, Hostility, Disunity, Har sh treatment, Lack of cooperation are common features. “IT IS A PART OF LIFE”
  4. 4. What is conflict resolution? Conflict resolution is a process of working through opposing views in order to reach a common goal or mutual purpose.
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  8. 8.  
  9. 9.  
  10. 10. Conflictreasons Data Lack of info, Too much info Mis info, Interest Wants, needs, fears, hopes, concerns Structure Limited resources, authority, organization structure, geographical constraints External moods Psychological, family problems, health Relation ships Past negative experience, stereotype, Pessimism, poor communication Values Believes, right vs wrong, good vs evil Just vs unjust
  11. 11. Types of conflict  Conflict of facts  Conflict of aims- different goals  Conflict of ideas- different interpretations  Conflict of attitudes - different opinions  Conflict of behavior- different behaviors are unacceptable –
  12. 12. Effects of conflict in organizations  Stress  Absenteeism  Members turnover  De-motivation  Non-productivity
  13. 13. LEVELS OF CONFLICT 13  INTRA PERSONAL CONFLICT (Within an individual)  INTER PERSONAL CONFLICT (Between two individuals)  INTRA GROUP CONFLICT (Within a team of individuals)
  14. 14. VIEWS ON CONFLICT 14  TRADITIONAL VIEW- Conflict is harmful & need to be suppressed and avoided.  MODERN VIEW- It is a natural occurrence. Conflict should be encouraged, It is necessary for harmonious, peaceful, cooperative atmosphere leading to TEAM WORK
  15. 15. Beginnings of Conflict  Poor communication  Seeking power  Dissatisfaction with leadership  Lack of openness  Change in leadership
  16. 16. Conflict Indicators  Body language  Disagreements, regardless of issue  Withholding bad news  Surprises  Strong public statements
  17. 17. Managed Conflict Out of Control Conflict Strengthens relationships and builds teamwork Damages relationships and discourages cooperation Encourages open communication and cooperative problem-solving Results in defensiveness and hidden agendas Resolves disagreements quickly and increases productivity Wastes time, money and human resources Deals with real issues and concentrates on win-win resolution Focuses on fault-finding and blaming Makes allies and diffuses anger Creates enemies and hard feelings Airs all sides of an issue in a positive, supportive environment Is frustrating, stress producing and energy draining
  18. 18. Conflict Table Win-Win Loose-Win Win-Loose Loose-Loose I win I loose You win You loose
  19. 19.  Competition (win-loose situation)  Accommodation (Loose-win situation)  Avoidance (loose-loose situation) CONFLICT MANAGEMENT STYLES
  20. 20. SUMMARY OF CONFLICT RESOLUTION STYLE STYLE ME YOU AVOIDANCE 0 0 ACCOMODATING 0 100 COMPROMISE 50 50 COMPETITION 100 0 COLLABORATION 100 100
  21. 21. AVOIDANCE STYLE I don’t have enough time I don’t 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 •– – •–
  22. 22. ACCOMODATING STYLE If it makes others happy, we wont challenge their views we don’t want to hurt the feelings of others We should not risk our friendship, so let’s not worry too much about the problem, things will work out Criticism: It encourages individuals to cover-up Example situations where smoothing style is appropriate Emotional conflicts Talented People •
  23. 23. COMPETING STYLE If you don’t like the way things are run; get out If you cant learn to cooperate, others who will, can be hired Criticism: The subordinates’ interests are ignored. The conflict is not analyzed Example situations where forcing style is suitable Non compromising issues Inadequate time Stopping people from taking advantage •–
  24. 24. COMPROMISE STYLE let other people win something, if they let us win something try to find out a position between theirs and ours 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 • •
  25. 25. COLLABORATIVE STYLE try to get all view points & issues out in the open Best alternatives must be arrived through analyzing Criticism: It is not suitable when win-win situation is not possible Example situations where this style is appropriate Split or division is unacceptable When there is a need for high-quality decisions •- •
  26. 26. SALAM Model
  27. 27. 5 POINT FORMULA  Define the conflict  Communicate the need for understanding  Explore alternative solution  Agree on most workable solution  Evaluate after time
  28. 28. How to prevent conflicts  Frequent meeting of your team  Allow your team to express openly  Sharing objectives  Having a clear and detailed job description  Distributing task fairly  Never criticize team members publicly  Always be fair and just with your team

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