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1.CONFLICT
2.CONFLICT MANAGEMENT
3.COMPETITIONVS CONFLICT
4.CONFLICT RESOLUTIONTECHNIQUE
5.THOMAS RESOLUTION STYLE
6.WAYS ...
It is simply defined as
disagreement, be it violent or
subtle form between two
persons or parties.
Conflict management is the
process of planning to avoid conflict
where possible and organising to
resolve conflict where i...
•Both occurs when 2 or more parties engage.
•Differ in degree of self interest displayed .
•In conflict one party prevents...
Conflicts can have constructive outcomes when they are
properly handled. They can:
(1) Provide greater interest in the top...
Conflict resolution techniques
implies that conflicts can be
resolved--finished, completed,
overcome, or permanently
settl...
AVOIDING
AVOIDING
COLLABORATING
Not listening
A hostile reaction
Insults
Yelling
Judgments or assumptions
Self-interest
Unrealistic expectations
Blame
Sarcasm
Harsh words
Insincerity
A "How is that my problem?"
attitude
Minimizing a pr...
Advice to Managers
THANK YOU
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
Conflict management & its resolution technique
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Conflict management & its resolution technique

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Transcript of "Conflict management & its resolution technique"

  1. 1. 1.CONFLICT 2.CONFLICT MANAGEMENT 3.COMPETITIONVS CONFLICT 4.CONFLICT RESOLUTIONTECHNIQUE 5.THOMAS RESOLUTION STYLE 6.WAYS OF NOURISHING CONFLICTS 7. ADVICE TO MANAGERS
  2. 2. It is simply defined as disagreement, be it violent or subtle form between two persons or parties.
  3. 3. Conflict management is the process of planning to avoid conflict where possible and organising to resolve conflict where it does happen, as rapidly and smoothly as possible.
  4. 4. •Both occurs when 2 or more parties engage. •Differ in degree of self interest displayed . •In conflict one party prevents the success of other. E.g.: Hockey, football. •In competition no direct interference of one party with other. E.g.: track events.
  5. 5. Conflicts can have constructive outcomes when they are properly handled. They can: (1) Provide greater interest in the topic of discussion, (2) Stimulate greater feelings of identify, (3) Cause attention to be drawn to the existing problems, (4) Cause diffusion of ideas for the solution for other problems, (5) Promote understanding, (6) Motivate one to work more efficiently. Positive Outcomes of Conflicts
  6. 6. Conflict resolution techniques implies that conflicts can be resolved--finished, completed, overcome, or permanently settled through these techniques.
  7. 7. AVOIDING AVOIDING
  8. 8. COLLABORATING
  9. 9. Not listening A hostile reaction Insults Yelling Judgments or assumptions Self-interest
  10. 10. Unrealistic expectations Blame Sarcasm Harsh words Insincerity A "How is that my problem?" attitude Minimizing a problem Different perception.
  11. 11. Advice to Managers
  12. 12. THANK YOU
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