Conflict n coordination
Upcoming SlideShare
Loading in...5
×
 

Conflict n coordination

on

  • 2,018 views

 

Statistics

Views

Total Views
2,018
Views on SlideShare
2,018
Embed Views
0

Actions

Likes
3
Downloads
146
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

Conflict n coordination Conflict n coordination Presentation Transcript

  • A PRESENTATION ON CONFLICT AND COORDINATION
  • 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
    • People get involved in conflicts because their interests or their values are challenged, or because their needs are not met.
    • There are several basic human needs that are especially pertinent to conflict and conflict resolution:
      • Recognition
      • Development
      • Security
      • Identity
      • Bonding
    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
    • Conflict is not always bad for an organization
    • An inevitable part of organization life
    • Needed for growth and survival
    • Conflict management includes increasing and decreasing conflict
    • Major management responsibility
  • There are two types of conflict as shown in the diagram below:
    • FUNCTIONAL DYSFUNCTIONAL
    • CONFLICT CONFLICT
    • CONFLICT
  • Functional and Dysfunctional Conflict
    • Functional conflict : works toward the goals of an organization or group
    • Dysfunctional conflict : blocks an organization or group from reaching its goals
      • Dysfunctionally high conflict
      • Dysfunctionally low conflict
    • Functional conflict
      • Encourages innovative thinking
      • Unshackles different points of view
      • Reduces stagnation
      • Increases information and ideas
    • Dysfunctionally high conflict
    • Tension, anxiety, stress
      • Reduced trust
      • Excessive management focus on the conflict
      • Poor decisions because of withheld or distorted information
    • Dysfunctionally low conflict
      • Few new ideas
      • Poor decisions from lack of innovation and
      • Information
      • Stagnation
  • 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
    • Interorganization conflict
      • Between two or more organization
      • Examples: suppliers and distributors, especially with the close links
    • Intraorganization conflict
      • Conflict that occurs within an organization
      • Can occur along the vertical and horizontal dimensions of the organization
        • Vertical conflict: between managers and subordinates
        • Horizontal conflict: between departments and work groups
    • Intergroup conflict
      • Between two or more groups
    • Intragroup conflict
      • Conflict among members of a group
      • Early stages of group development
      • Ways of doing tasks or reaching group's goals
    • Interpersonal conflict
      • Between two or more people
      • Differences in views about what should be done
      • Efforts to get more resources
      • Differences in orientation to work and time in different parts of an organization
    • Intrapersonal conflict
      • Occurs within an individual
      • Threat to a person’s values
      • Feeling of unfair treatment
  • Reducing Conflict
    • Overview
      • Lose-lose methods : parties to the conflict episode do not get what they want
      • Win-lose methods : one party a clear winner; other party a clear loser
      • Win-win methods : each party to the conflict episode gets what he or she wants
    • Summary
      • Lose-lose methods : COMPROMISE
      • Win-lose methods : DOMINANCE
      • Win-win methods : PROBLEM SOLVING
  • 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
    • IN SIMPLE WORDS,,,
    • COORDINATION IS THE UNIFICATION,
    • INTEGRATION, SYNCHRONIZATION OF THE
    • EFFORTS OF GROUP MEMBERS SO AS TO
    • PROVIDE UNITY OF ACTION IN THE PURSUIT
    • OF COMMON GOALS
    • COORDINATION IS THE ESSENCE OF MANAGEMENT AND IS IMPLICIT AND INHERENT IN ALL FUNCTIONS OF MANAGEMENT
    • IMPORTANCE OF COORDINATION
    • ENCOURAGES TEAM SPIRIT
    • GIVES PROPER DIRECTION
    • FACILITATES MOTIVATION
    • MAKES OPTIMUM UTILIZATION OF RESOURCES
    • HELPS TO ACHIEVE OBJECTIVE QUICKLY
    • IMPROVES RELATIONS IN THE ORGANISATION
    • LEADS TO HIGHER EFFICIENCY
    • IMPROVES GOODWILL OF THE ORGANISATION .
  • BY SHWETA SINGH PRASOON SHUKLA AND PANKHI JAISWAL