Conflict mgt.

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Conflict mgt.

  1. 1.          Definition of Conflict What is conflict?? Causes of Conflict Types of Conflict Different views on conflict What is Conflict Management? Ways of managing Conflict Tips for handling organizational conflicts Conclusion
  2. 2.   Conflict is an inevitable & unavoidable part of our everyday Professional & Personal lives. Conflict is when two or more values, perspectives & opinions are contradictory in nature & haven’t been aligned or agreed.
  3. 3.  A disagreement between people that may be the result of different: ◦ ◦ ◦ ◦ ◦ ◦ ◦ ◦ Ideas Perspectives Priorities Preferences Beliefs Values Goals Organization structures
  4. 4.  Conflict is a problem when: ◦ ◦ ◦ ◦ ◦  It hampers productivity & increases tension Lowers morale Causes more & continued conflicts Causes inappropriate behavior Increases absenteeism Conflict is constructive when: ◦ Opens up issues of importance resulting in issue clarification ◦ Helps build cohesiveness as people learn more about each other ◦ Causes reassessment by allowing for examination of procedures or actions ◦ Increases individual involvement
  5. 5.     Interpersonal Intra group Inter- group Inter organizational Each of the conflict types builds upon one another to create the bigger problem.
  6. 6.    Traditional view of conflict: ◦ The belief that all conflict is harmful & must be avoided Human Relations View of Conflict: ◦ The belief that conflict is a natural & inevitable outcome in any group Interactionist View of conflict: The belief that conflict is not only a positive force in a group but that is absolutely necessary for a group to perform effectively.
  7. 7. Conflict Resolution Styles      Forcing conflict style: person attempts to resolve conflict by using aggressive behavior Avoiding: person attempts to passively ignore the conflict rather than solve it Accommodating: person attempts to resolve the conflict by passively giving in to the other party Compromising: person attempts to resolve the conflict through assertive give & take concessions Collaborating: person attempts to jointly resolve the conflict with the best solution agreeable to all parties
  8. 8.  Lose – lose conflict  Management by avoidance or accommodation  Win – lose conflict ◦ Management by competition & compromise  Win – Win conflict ◦ Management by collaboration
  9. 9. 1. Diagnose • Clarify critical issues • Identify stakeholders • Assess sources of conflict 2. Plan • Recognize your styles • Minimize blocks • Plan your strategy 4. Implement • Carry out the plan • Evaluate outcomes • Follow up 3. Prepare • Problem solve • Practice
  10. 10.            Have a positive attitude Building good relationships Not letting small problems escalate, deal with them as they arise Respect individual, group differences Have an open ear to others perspective on conflict solution Be aware of your body language – what are you signaling Acknowledge feelings before focusing on facts Focus on solving problems, not changing people If you can’t resolve the problem, turn to someone who can help Adapt your style according to situation & people involved Give constructive critic/feedback
  11. 11.     Conflict Between people is a Fact of Life. Conflicts occur at all levels of interaction. Thus, conflict is a critical event in the course of a relationship. Whether a relationship is healthy or unhealthy depends not so much on the number of conflicts between participants but on how the conflicts are resolved.

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