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CONFLICT MANAGEMENT

CONFLICT MANAGEMENT

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Conflict managment12 Conflict managment12 Presentation Transcript

  • A PRESENTATION ONCONFLICT MANAGMENT
    PRESENTED BY
    SAPTAK DAS
    SOMEN CHATTERJEE
  • OBJECTIVES
    What is conflict
    Causes of conflict
    Types of conflict
    Different views on conflict
    What is conflict management
    Ways of managing conflict
    Tips for handling conflict in an organization
  • WHAT IS CONFLICT???
    A disagreement between people that may be
    the result of different:
    – Ideas
    – Perspectives
    – Priorities
    – Preferences
    – Beliefs
    – Values
    – Goals
    – Organisational structures
  • CAUSES OF CONFLICT
    Poor communication
    Lack of openness
    Failure to respond to employee needs
    TYPES OF CONFLICT
    Task Conflict
    Relationship Conflict
    Process Conflict
  • Transitions in Conflict Thought
    Human Relations View of Conflict
    The belief that conflict is a natural and inevitable outcome in any group.
    Traditional View of Conflict
    The belief that all conflict is harmful and must be avoided.
    Interactionist View of Conflict
    The belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively.
  • Functional versus Dysfunctional Conflict
    POSITIVE
    Functional Conflict
    Conflict that supports the goals of the group and improves its performance.
    Dysfunctional Conflict
    Conflict that hinders group performance
    NEGATIVE
  • WHAT IS CONFLICT MANAGEMENT??
  • 5 ways to manage conflict
    Avoidance
    Competition/Forcing (A)
    Accommodation (B)
    Compromise (C)
    Collaboration (D)
    I win, you lose (competition—A)
    I lose or give in (accommodate—B)
    We both get something (compromise—C)
    We both “win”(collaborate—D)
    A B C D
  • Tips for Managing Workplace Conflict
    Build good relationships before conflict occurs
    Do not let small problems escalate; deal with them as they arise
    Respect differences
    Listen to others’ perspectives on the conflict situation
    Acknowledge feelings before focussing on facts
    Focus on solving problems, not changing people
    If you can’t resolve the problem, turn to someone who can help
    Remember to adapt your style to the situation and persons involved