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How to deal with Conflict Management in any Organization

How to deal with Conflict Management in any Organization

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  • Some people think that "my way is the right way." Even those who are not so rigid often secretly harbor the belief that they have learned the most efficient and effective ways to do things, and that others should really listen to them. The fact is, there are many right ways to get to a desired outcome
  • In today's environment where people are being asked to do more with less, there is often conflict over people, budgets, tools of technology, and even supplies. When the resources are limited, conflict is often a by-product
  • Various people in the workplace are responsible for accomplishing their job tasks, and they are often on different timetables than those around them. Often people mistakenly think that others should share their priorities.
  • People have different personality and social styles, all of which are important for effective teamwork. However, even good intentions often cannot prevent the misunderstandings that can occur between people who think differently, approach tasks differently, and communicate differently
  • The underlying need for control and power is at the root of many conflicts in the workplace. Who will have what information? Whose work area is the most spacious or prestigious? Whose opinion counts most in the final solution? These are fertile fields for conflict.

Transcript

  • 1. Conflict Management
    C. Krishna Chaitanya
    Hyderabad
  • 2. A Challenge
    Please write a One Sentence Definition of
    C O N F L I C T.
    And write any conflict that you have faced and can never forget.
  • 3. Definition of Conflict
    A situation in which someonebelieves that his or her own needs have been denied.
  • 4. What Do You Think?
    When you hear the word . . .
    CONFLICT
    What do you think and what images come to you . . .
  • 5. General causes of conflicts
    • Poorly defined goals
    • 6. Lack of cooperation/trust
    • 7. Unclear roles/lack of job description
    • 8. Communication failure
    • 9. Personality conflict
  • Some common Areas of Conflict
  • 10. 1. Preferred methods
    .
    • The attitude like “My way is the right way”
  • 2. Sharing of resources
    .
    • When the resources are limited, conflict is often a by-product
  • 3. Priorities
     
    • Often people mistakenly think that others should share their priorities.
  • 4. Personality style differences
    People have different personality and social styles, all of which are important for effective teamwork.
  • 11. 5. Power struggles
     
    The underlying need for control and power is at the root of many conflicts in the workplace
  • 12. Effects of conflict in organizations
  • Conflict management
    Conflict management is the practice of identifying and handling conflict in a sensible, fair and efficient manner.
  • 17. Methods of Deal with Confliction
  • 18. Methods to deal with conflicts
    • Competition (win-lose situation)
    • 19. Accommodation (win-win situation)
    • 20. Avoidance (lose-lose situation)
    • 21. Compromise (lose-lose situation)
    • 22. Collaboration (win-win situation)
  • Conflict Table
    I win
    I lose
    You win
    You lose
  • 23. How to prevent conflicts
    • Frequent meeting of your team
    • 24. Allow your team to express openly
    • 25. Sharing objectives
    • 26. Having a clear and detailed job description
    • 27. Distributing task fairly
    • 28. Never criticize team members publicly
    • 29. Always be fair and just with your team
    • 30. Being a role model
  • KEY COMPONENTS IN RESOLVING CONFLICT
    • GREAT LISTENING SKILLS
    • 31. FLEXIBILITY
    • 32. WILLINGNESS TO CHANGE
    • 33. AGREE TO DISAGREE
  • Conclusion
    Conflict is unavoidable
    • Interaction among workers
    • 34. Dependence of workers on one another
    • 35. Complexity of organizational relationship
    • 36. Conflict is a healthy sign not a negative process
    • 37. It reflects dynamics