Conflict n coordination

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Conflict n coordination

  1. 1. A PRESENTATION ON CONFLICT AND COORDINATION
  2. 2. WHAT IS CONFLICT???? INCOMPATIBILITY BETWEEN THE ACTUAL AND THE DESIRED OUTCOMES PRECEIVED DISAGREEMENT INCOMPATIBLE ATTITUDES, MOTIVES,VALUES ,EXPECTATIONS OR ACTIVITIES Range of conflict behavior Doubt or questioning Annihilation of opponent
  3. 3. <ul><li>People get involved in conflicts because their interests or their values are challenged, or because their needs are not met. </li></ul><ul><li>There are several basic human needs that are especially pertinent to conflict and conflict resolution: </li></ul><ul><ul><li>Recognition </li></ul></ul><ul><ul><li>Development </li></ul></ul><ul><ul><li>Security </li></ul></ul><ul><ul><li>Identity </li></ul></ul><ul><ul><li>Bonding </li></ul></ul>Conflict is a natural and typical phenomenon found in every type of human relationships, at every level Intra-personal, local, intra-state, inter-state, global
  4. 4. <ul><li>Conflict is not always bad for an organization </li></ul><ul><li>An inevitable part of organization life </li></ul><ul><li>Needed for growth and survival </li></ul><ul><li>Conflict management includes increasing and decreasing conflict </li></ul><ul><li>Major management responsibility </li></ul>
  5. 5. There are two types of conflict as shown in the diagram below: <ul><li>FUNCTIONAL DYSFUNCTIONAL </li></ul><ul><li>CONFLICT CONFLICT </li></ul><ul><li>CONFLICT </li></ul>
  6. 6. Functional and Dysfunctional Conflict <ul><li>Functional conflict : works toward the goals of an organization or group </li></ul><ul><li>Dysfunctional conflict : blocks an organization or group from reaching its goals </li></ul><ul><ul><li>Dysfunctionally high conflict </li></ul></ul><ul><ul><li>Dysfunctionally low conflict </li></ul></ul>
  7. 7. <ul><li>Functional conflict </li></ul><ul><ul><li>Encourages innovative thinking </li></ul></ul><ul><ul><li>Unshackles different points of view </li></ul></ul><ul><ul><li>Reduces stagnation </li></ul></ul><ul><ul><li>Increases information and ideas </li></ul></ul>
  8. 8. <ul><li>Dysfunctionally high conflict </li></ul><ul><li>Tension, anxiety, stress </li></ul><ul><ul><li>Reduced trust </li></ul></ul><ul><ul><li>Excessive management focus on the conflict </li></ul></ul><ul><ul><li>Poor decisions because of withheld or distorted information </li></ul></ul><ul><li>Dysfunctionally low conflict </li></ul><ul><ul><li>Few new ideas </li></ul></ul><ul><ul><li>Poor decisions from lack of innovation and </li></ul></ul><ul><ul><li>Information </li></ul></ul><ul><ul><li>Stagnation </li></ul></ul>
  9. 9. Levels and Types of Conflict Individual Group Organization Type of conflict Level of conflict Within and between organizations Within and between groups Within and between individuals
  10. 10. <ul><li>Interorganization conflict </li></ul><ul><ul><li>Between two or more organization </li></ul></ul><ul><ul><li>Examples: suppliers and distributors, especially with the close links </li></ul></ul><ul><li>Intraorganization conflict </li></ul><ul><ul><li>Conflict that occurs within an organization </li></ul></ul><ul><ul><li>Can occur along the vertical and horizontal dimensions of the organization </li></ul></ul><ul><ul><ul><li>Vertical conflict: between managers and subordinates </li></ul></ul></ul><ul><ul><ul><li>Horizontal conflict: between departments and work groups </li></ul></ul></ul>
  11. 11. <ul><li>Intergroup conflict </li></ul><ul><ul><li>Between two or more groups </li></ul></ul><ul><li>Intragroup conflict </li></ul><ul><ul><li>Conflict among members of a group </li></ul></ul><ul><ul><li>Early stages of group development </li></ul></ul><ul><ul><li>Ways of doing tasks or reaching group's goals </li></ul></ul>
  12. 12. <ul><li>Interpersonal conflict </li></ul><ul><ul><li>Between two or more people </li></ul></ul><ul><ul><li>Differences in views about what should be done </li></ul></ul><ul><ul><li>Efforts to get more resources </li></ul></ul><ul><ul><li>Differences in orientation to work and time in different parts of an organization </li></ul></ul><ul><li>Intrapersonal conflict </li></ul><ul><ul><li>Occurs within an individual </li></ul></ul><ul><ul><li>Threat to a person’s values </li></ul></ul><ul><ul><li>Feeling of unfair treatment </li></ul></ul>
  13. 13. Reducing Conflict <ul><li>Overview </li></ul><ul><ul><li>Lose-lose methods : parties to the conflict episode do not get what they want </li></ul></ul><ul><ul><li>Win-lose methods : one party a clear winner; other party a clear loser </li></ul></ul><ul><ul><li>Win-win methods : each party to the conflict episode gets what he or she wants </li></ul></ul><ul><li>Summary </li></ul><ul><ul><li>Lose-lose methods : COMPROMISE </li></ul></ul><ul><ul><li>Win-lose methods : DOMINANCE </li></ul></ul><ul><ul><li>Win-win methods : PROBLEM SOLVING </li></ul></ul>
  14. 14. MOONEY AND REELAY ‘‘ COORDINATION IS ORDERLY ARRANGEMENT OF GROUP EFFORTS TO PROVIDE UNITY OF ACTION IN THE PURSUIT OF COMMON GOALS ” CHARLES WORTH ‘‘ COORDINATION IS THE INTEGRATION OF SEVERAL PARTS INTO AN ORDERLY HOLE TO ACHIEVE THE PURPOSE OF UNDERSATANDING ” COORDINATION
  15. 15. <ul><li>IN SIMPLE WORDS,,, </li></ul><ul><li>COORDINATION IS THE UNIFICATION, </li></ul><ul><li>INTEGRATION, SYNCHRONIZATION OF THE </li></ul><ul><li>EFFORTS OF GROUP MEMBERS SO AS TO </li></ul><ul><li>PROVIDE UNITY OF ACTION IN THE PURSUIT </li></ul><ul><li>OF COMMON GOALS </li></ul><ul><li>COORDINATION IS THE ESSENCE OF MANAGEMENT AND IS IMPLICIT AND INHERENT IN ALL FUNCTIONS OF MANAGEMENT </li></ul>
  16. 16. <ul><li>IMPORTANCE OF COORDINATION </li></ul><ul><li>ENCOURAGES TEAM SPIRIT </li></ul><ul><li>GIVES PROPER DIRECTION </li></ul><ul><li>FACILITATES MOTIVATION </li></ul><ul><li>MAKES OPTIMUM UTILIZATION OF RESOURCES </li></ul><ul><li>HELPS TO ACHIEVE OBJECTIVE QUICKLY </li></ul><ul><li>IMPROVES RELATIONS IN THE ORGANISATION </li></ul><ul><li>LEADS TO HIGHER EFFICIENCY </li></ul><ul><li>IMPROVES GOODWILL OF THE ORGANISATION . </li></ul>
  17. 17. BY SHWETA SINGH PRASOON SHUKLA AND PANKHI JAISWAL

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