1. Managing Conflicts in Educational
Organizational
Course Instructor: Abdallah A. S.
• Meaning, types & causes of
Conflicts
• Conflicts Prevention & Resolution
Skills
2. Managing conflicts
• Meaning of Conflict; Conflicts is the
disagreement between individuals or groups
in the organization.
• When conflicts reaches a high level in the
Organization it can be a major disruptive force
that reduces Organizational Effectiveness.
3. Managing conflicts
• Causes of Conflicts
1. Scarcity of resources: Organizational
resources (financial, materials human) are
usually in short supply and conflicts usually
develops as every one wants enough share of
them
2. Jurisdictional ambiguities: This occurs when
job boundaries and responsibilities are not
clearly drawn as result conflict arise among
those who are not clear of their positions.
4. Managing conflicts
3. Communication breakdown: Communication
may be defective, causing misunderstanding
and conflicts among people in the groups:
e.g. unclear instruction(s) from the top
management to the subordinates.
4. Personality clashes: Occurs when two or
more people can not agree on anything. This
may be caused by fundamental differences
in values, attitudes, beliefs, behavior, level of
education.
5. managing conflicts
5. Power and Status Differences: In
organization power and status differences are
very common. People of low status may
resist that status by contesting the high
status or power of others.
6. Threat to Status: In organizations conflicts
also occurs when some one become a threat
to someone else with status. One with status
will find every means to defend his/her
status against the one who is a threat to
her/his status.
6. managing conflict
7. Goal Differences: Occurs when different
people are pursuing different goals within the
same group or organization
8. Rewarding system: This is where giving
rewards for performance that is outstanding,
may motivate some members while
demotivate others. This will results in a
conflict situation.
7. Types of Conflicts
Types of Conflicts
Individual/single party conflict: Occurs within
the individual him/herself when is against
something in the organization
Interpersonal conflict: Occurs between
individuals. One differs in opinion with others
and this may result in conflict
8. Types of Conflicts
some people are more aggressive and conflict
prone than others, and some are so
hypersensitive that every comment is viewed
as an insult.
Intergroup conflict: Occurs between top
management team and teachers as a group,
one department and the other, school A and
school B using the same building.
9. Managing Conflict/Conflict
Resolutions
Techniques for managing conflict/conflict
resolutions
Avoidance;
The leader ignores the conflicts as if there are
no conflicts hoping that they will remedy
themselves – this technique may work for small
conflicts/problems
10. Managing conflicts
Compromise: This involves striking a balance
between the needs of the organization and
those of the individual – it means each person
gives up something in return of reaching
agreement and what is achieved is satisfactory
and acceptable to both parties in conflict
11. Managing conflicts
Collaboration: Both side work out an agreement
to solve the conflict.
Mediation: Use the third party to hear and
settle the dispute/conflict.
Providing better defined tasks: This involves
clearing up roles and tasks ambiguities by
providing opposing parties with clearer,
non conflicting tasks.
13. QUESTION
• WHAT DO YOU UNDERSTAND BY THESE TERMS
i. HUMAN RELATION VIEW OF CONFLICT
ii. INTERACTIONIST VIEW OF CONFLICT
• WHY MIGHT A MANAGER WANT TO
STIMULATE CONFLICT IN A GROUPOR TEAM?
• HOW COULD CONFLICT BE STIMULATED?
