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CONFLICT MANAGEMENT<br />
WHAT IS CONFLICT ?<br />
                TYPES OF CONFLICT<br />INTERNATIONAL CONFLICT<br />EXAMPLE<br />
GROUP CONFLICTS<br />EXAMPLE OF GROUP CONFLICTS<br />
           RACIAL CONFLICTS<br />INDIA - AUSTRALIA RACIAL CONFLICT<br />
IDEOLOGICAL CONFLICTS<br />Examples of Ideological Conflict<br />Mahatma Gandhi           NathuramGodhse<br />VIDEO<br />
             INTRAPERSONAL CONFLICT<br />                                 EXAMPLE<br />
      INTERPERSONAL CONFLICTS<br />                             EXAMPLE<br />VIDEO<br />
          INTERSTATE CONFLICT<br />                          EXAMPLES<br />
                      Organizational Conflict<br />                             Examples<br />
               Religious conflict<br />                             EXAMPLE<br />
The Conflict Process<br />
Stage I: Potential Opposition or Incompatibility<br /><ul><li>Communication</li></ul>Semantic difficulties, misunderstandi...
         Stage II: Cognition and Personalization<br />Perceived Conflict<br />Awareness by one or more parties of the exis...
Stage III: Intentions<br />Intentions<br />Decisions to act in a given way.<br />Cooperativeness:<br /><ul><li>Attempting ...
Stage III: Intentions (cont’d)<br />Competing<br />A desire to satisfy one’s interests, regardless of the impact on the ot...
Stage III: Intentions (cont’d)<br />Accommodating<br />The willingness of one party in a conflict to place the opponent’s ...
Stage IV: Behavior<br />The behavior stage includes the statements, actions, and reactions made by the conflicting parties...
STAGE V: OUTCOME<br />The action–reaction interplay among the conflicting parties results in consequences.<br />
Conflict-Intensity Continuum<br />
Conflict and Unit Performance<br />
THE NATURE OF CONFLICT<br />Constructive Conflict…<br />Destructive Conflict…<br />
A conflict is likely to take aConstructivecourseif it is viewed as a mutual problem to be worked on together in a cooperat...
Murder/violence/physical/abuse/shoutingSecretive behaviorTaking everything personallyJudgmental behavior/closed communicat...
Characteristics of Constructive & Destructive Conflict<br />Constructive Conflict<br />Destructive Conflict<br />Affirms d...
Equal information<br />Based on clear guidelines<br />High level of personal responsibility<br />Uneven/unequal informatio...
CONFLICT MANAGEMENT<br />
Conflict is often needed. It:<br />Helps to raise and address problems.<br />Energizes work to be on the most appropriate ...
Conflict is a problem when it:<br />Hampers productivity.<br />Lowers morale.<br />Causes more and continued conflicts.<br...
THE FIVE A'S TECHNIQUE<br />ASSESSMENT.<br />ACKNOWLEDGEMENT.<br />ATTITUDE.<br />ACTION.<br />ANALYSIS.<br />
                           CONCLUSION<br />
THANK YOU<br />
Conflict final
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Transcript of "Conflict final"

  1. 1. CONFLICT MANAGEMENT<br />
  2. 2. WHAT IS CONFLICT ?<br />
  3. 3. TYPES OF CONFLICT<br />INTERNATIONAL CONFLICT<br />EXAMPLE<br />
  4. 4. GROUP CONFLICTS<br />EXAMPLE OF GROUP CONFLICTS<br />
  5. 5. RACIAL CONFLICTS<br />INDIA - AUSTRALIA RACIAL CONFLICT<br />
  6. 6. IDEOLOGICAL CONFLICTS<br />Examples of Ideological Conflict<br />Mahatma Gandhi NathuramGodhse<br />VIDEO<br />
  7. 7. INTRAPERSONAL CONFLICT<br /> EXAMPLE<br />
  8. 8. INTERPERSONAL CONFLICTS<br /> EXAMPLE<br />VIDEO<br />
  9. 9. INTERSTATE CONFLICT<br /> EXAMPLES<br />
  10. 10. Organizational Conflict<br /> Examples<br />
  11. 11. Religious conflict<br /> EXAMPLE<br />
  12. 12. The Conflict Process<br />
  13. 13. Stage I: Potential Opposition or Incompatibility<br /><ul><li>Communication</li></ul>Semantic difficulties, misunderstandings, and “noise”<br /><ul><li>Structure</li></ul>Size and specialization of jobs<br />Jurisdictional clarity/ambiguity<br />Member/goal incompatibility<br />Leadership styles (close or participative)<br />Reward systems (win-lose)<br />Dependence/interdependence of groups<br /><ul><li>Personal Variables</li></ul>Differing individual value systems<br />Personality types<br />
  14. 14. Stage II: Cognition and Personalization<br />Perceived Conflict<br />Awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise.<br />Felt Conflict<br />Emotional involvement in a conflict creating anxiety, tenseness, frustration, or hostility.<br />
  15. 15. Stage III: Intentions<br />Intentions<br />Decisions to act in a given way.<br />Cooperativeness:<br /><ul><li>Attempting to satisfy the other party’s concerns.</li></ul>Assertiveness:<br /><ul><li>Attempting to satisfy one’s own concerns.</li></li></ul><li>Dimensions of Conflict-Handling Intentions<br />
  16. 16. Stage III: Intentions (cont’d)<br />Competing<br />A desire to satisfy one’s interests, regardless of the impact on the other party to the conflict.<br />Collaborating<br />A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties.<br />Avoiding<br />The desire to withdraw from or suppress a conflict.<br />
  17. 17. Stage III: Intentions (cont’d)<br />Accommodating<br />The willingness of one party in a conflict to place the opponent’s interests above his or her own.<br />Compromising<br />A situation in which each party to a conflict is willing to give up something.<br />
  18. 18. Stage IV: Behavior<br />The behavior stage includes the statements, actions, and reactions made by the conflicting parties.<br />
  19. 19. STAGE V: OUTCOME<br />The action–reaction interplay among the conflicting parties results in consequences.<br />
  20. 20. Conflict-Intensity Continuum<br />
  21. 21. Conflict and Unit Performance<br />
  22. 22. THE NATURE OF CONFLICT<br />Constructive Conflict…<br />Destructive Conflict…<br />
  23. 23. A conflict is likely to take aConstructivecourseif it is viewed as a mutual problem to be worked on together in a cooperative process; <br />A conflict is likely to take a Destructive course if it is defined as a win-lose conflict in which the conflicting parties engage in a competitive process to determine who wins and who loses.<br />
  24. 24. Murder/violence/physical/abuse/shoutingSecretive behaviorTaking everything personallyJudgmental behavior/closed communicationUsing names sarcastically/disrespectfullyRaised voice/yelling/telling/finger pointingDenial/storming outPhysiological reactionStanding over someoneNon-responsiveness/withdrawalAgreeing to basic conflict processing ground rulesSellingShowing empathyTaking time outActive listening/askingOpen/positive body languageProblem identificationCalm discussion/conversationDirect/clear/honest communicationFeeling OK about the outcomeFeeling connected to othersRelaxed & leaning forwardAcknowledgment of being heardUsing other person's nameConsensus - temporary working agreementBeing committed to the outcome<br />
  25. 25. Characteristics of Constructive & Destructive Conflict<br />Constructive Conflict<br />Destructive Conflict<br />Affirms differences<br />Participatory - win/win<br />Attitude of curiosity<br />A 2-way process<br />Uses differences <br />Competitive - win/lose<br />Attitude of dominance<br />A 1-way process<br />
  26. 26. Equal information<br />Based on clear guidelines<br />High level of personal responsibility<br />Uneven/unequal information<br />no guidelines/limits<br />Little or no personal responsibility<br />
  27. 27. CONFLICT MANAGEMENT<br />
  28. 28. Conflict is often needed. It:<br />Helps to raise and address problems.<br />Energizes work to be on the most appropriate issues. <br />Helps people "be real", for example, it motivates them to participate. <br />Helps people learn how to recognize and benefit from their differences.<br />Conflict is not the same as discomfort. The conflict isn't the problem - it is when conflict is poorly managed that is the problem. <br />
  29. 29. Conflict is a problem when it:<br />Hampers productivity.<br />Lowers morale.<br />Causes more and continued conflicts.<br />Causes inappropriate behaviors.<br />
  30. 30. THE FIVE A'S TECHNIQUE<br />ASSESSMENT.<br />ACKNOWLEDGEMENT.<br />ATTITUDE.<br />ACTION.<br />ANALYSIS.<br />
  31. 31. CONCLUSION<br />
  32. 32. THANK YOU<br />
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