Conflict management

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Conflict management

  1. 1. CONFLICT MANAGEMENT
  2. 2. Definition Conflict is “an --expressed struggle --between at least two interdependent parties --who perceive incompatible goals, scare resources, and --interference from others in achieving their goals” (Wilmot and Hocker, 1998) Conflicts exist whenever incompatible activities occur.
  3. 3. Thoughts Traditional view Human relations view Interactionist view
  4. 4. Sources of Conflict Conflicts may originate from a number of different sources, including:  Differences in information, beliefs, values, interests, or desires.  A scarcity of some resource.  Rivalries in which one person or group competes with another.
  5. 5. Desirability of Conflict Conflict can be desirable. Conflict helps eliminate or reduce the likelihood of groupthink. A moderate level of conflict across tasks within a group resulted in increased group performance while conflict among personalities resulted in lower group performance
  6. 6. Undesirability of Conflict Conflicts can be hard to control once they have begun. ◦ The trend is toward escalation and polarization. ◦ When conflict escalates to the point of being out of control, it almost always yields negative results.
  7. 7. Conflict Process Stage I Potential opposition -antecedent conditions Communication Structure Personal variables
  8. 8. Stage II Cognition and personalisation Perceived conflict Felt conflict
  9. 9. Stage III Intentions Competing Collaborating (win-win solution) Avoiding Accommodating (self sacrificing) Compromising
  10. 10. Stage IV Behaviour Stage V -Outcomes Functional Dysfunctional
  11. 11. Conflict management Conflict management is defined as “the opportunity to improve situations and strengthen relationships” . –proactive conflict management –collaborative conflict management
  12. 12. Blake and Mouton’s Conflict Grid
  13. 13. Blake and Mouton (1970) proposed a grid that shows various conflict approaches. ◦ The 1,1 style is the hands-off approach, also called avoidance. ◦ The 1,9 position, also called accommodation, is excessively person-oriented.
  14. 14. ◦ The 5,5 position represents a willingness to compromise. ◦ The 9,1 is the bullheaded approach, also called competing. ◦ The optimum style for reducing conflict is the 9,9 approach, also called collaboration.
  15. 15. Conflict resolution techniques Problem solving Superordinate goals Expansion of resources Avoidance Smoothing Compromise Authoritative command Altering human variables Altering structural variables

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