Conflict management presentation


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Conflict management presentation

  1. 1. Conflict Conflict is an inevitable part of human relationships. Conflict arises when people disagree over something perceived as important. We live in communities and families with people who may not see things as we do. Conflicts occur on a daily basis, sometimes as small disputes, sometimes as violent battles.
  2. 2. Types of Conflict Values conflict Involves incompatibility of preferences, principles and practices that people believe in religion, ethics or politics. Power conflict Occurs when each party wishes to maintain or maximize the amount of influence that it exerts in the relationship. Economic conflict Involves competing to attain scarce resources such as monetary or human resources. Interpersonal conflict Occurs when two people or more have incompatible needs, goals, or approaches in their relationship. Organizational conflict Involves inequalities in the organizational chart and how employees report to one another. Environmental conflict Involves external pressures outside of the organization such as a recession, a changing government, or a high employment rate.
  3. 3. Organizational Conflict Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done and how long and hard people should work. Conflict remains among individuals, departments, and between unions and management. There are subtler forms of conflict involving rivalries, jealousies, personality clashes, role definitions, and struggles for power and favor.
  4. 4. Common reasons for workplace conflict  Interpersonal Conflict : This conflict is usually caused by opposing personalities or personality clashes.  Structural Conflict : This is when departments have different needs and wants, and are not able to compromise.  Differing Goals: This is when departments have differing goals, and each department is working independently to achieve their goals.
  5. 5. Common reasons for workplace conflict  Mutual Dependence of Departments: This is when two departments are dependent on each other, and the failure of one department affects the other  Role Dissatisfaction: Conflict may arise in the feeling of not receiving enough recognition or status.  Communication Barriers: This often occurs in organizations that have branch offices due to the geographic separation that makes consistent and timely communication possible.
  6. 6. The need to manage conflict Conflict is a relationship between segments of an interrelated system: persons, a group, an organization, a community, a nation. We need to manage conflict in order to obtain profitable return from it. Managing conflict requires that we consider not only the required guidance and control to keep conflict at an acceptable-yet not too high level but also the activity to encourage proper conflict when the level is too low.
  7. 7. How to resolve workplace conflict  Increased understanding: Conflict can be solved by increasing people's awareness & without undermining of other people.  Increased group cohesion: Team members can develop stronger mutual respect and a renewed faith in their ability to work together.  Improved self-knowledge: Helping the employees to understand the things that are most important to them, sharpening their focus and enhancing their effectiveness conflict can be solved.
  8. 8. How can handle conflict be good for an organization ?  Conflict encourages new thinking: Conflict can be the stimulus for new thinking. It can open up new possibilities and help to generate new ideas.  Conflict raises questions: Organizational conflict usually leads to a series of questions for those on both sides of any issues. When there is no conflict, no need to question come up or challenge for the organization.
  9. 9. How can handle conflict be good for an organization ?  Conflict builds relationships: Organizational conflict help to build relationships through mutual understanding and respect. It Learning to listen and listening to learn leads to insights valued by both sides in any conflict situation.  Conflicts beats stagnation: Conflict can beat the stagnation that opens the door to competitors. It challenges the ability to provide customers with new and innovation solutions to meet their needs.
  10. 10. How can handle conflict be good for an organization ?  Conflict opens minds: Organization that teach employees how to manage conflict effectively create a climate of innovation that encourages creative thinking and opens minds to new, previously unexplored, possibilities.
  11. 11. Conclusion Conflict in the workplace seems to be a fact of life. Organization leaders are responsible for creating a work environment that enables people to thrive. If turf wars, disagreements and differences of opinion escalate into conflict, you must intervene immediately. Not intervening is not an option if you value your organization and your positive culture.