Causes of conflict in the organization Globalization and Conflict Intrapersonal and Interpersonal Conflict

1. Conflict
and
Negotiation
Joahna Cecille D. Garcia
Ma. Ed. - SAS

2. • Causes of Conflict in the Organization
• Globalization and Conflict
• Intrapersonal/Interpersonal Conflicts
• Conflict Management Strategies and
Techniques
• Conflict Management Styles
• Creating a Conflict-Positive Organization

3. Misunderstanding
Personal Differences
Information Deficiency
Goal Differences
Lack of Role
Clarification
Threat To Status
Lack of Trust
Scarce Resources
Organizational
Changes
Poor Communication

4. Personal Differences
Theses are the fundamental causes of interpersonal conflict in
the organization. The differences occur in the individual due to
various reasons such as family background, values, attitudes,
traditions, culture, education, and socialization process.
Misunderstanding
When employees do not understand their tasks, roles, and
responsibilities conflict arises. Due to this, they may not
complete their tasks as the manager expected from them.

5. Information Deficiency
Communication breakdown is one of the reasons for conflict.
The lack of close communication and transformation of rigid
information create misunderstanding among the people. It
creates the problem of distrust and conflict.
Goal Differences
The goal is the basis for organizational performance. All
activities of the individuals concentrate on achieving
predetermined goals. Therefore, if individuals in the same
group initiate different goals it may cause conflict.

6. Lack of Role Clarification
People of a company perform various roles that are
interrelated to one another. The absence of role exposition
among people generates conflict.
Poor Communication
Communication is the means of exchanging guidance,
instructions, and suggestions between the members of the
organization. The poor communication system in the
organization creates the problem of exact transformation of
information among the group members, which leads to
conflict among them.

7. Lack of Trust
Also one of the causes of conflict in the organization. All
individuals working in a group must have mutual trust to
achieve common goals. They need to do activities on the
basis of mutual cooperation and support.
Scarce Resources
When organizational resources become limited it increases
the wants of individuals in a group. Limited resources
generate conflict as scarcity motivates people to compete with
others to achieve objectives.

8. Organizational Changes
Changes in organizational structure, division of work,
authority and responsibility, etc. are essential to cope
with environmental changes. Such changes can change the
job liability, status, position, and authority of the people in the
group.
Threat to Status
Status is the social rank that an individual obtains in the
organization. It is based on knowledge and position. When
any threat generates to an individual in his status it may
create conflict.

9. Globalization
Use of Technology
Globalization in Education
Types of Globalization
Conflict in Globalization
Ways to Solve Conflict in Globalization

10. Globalization
It is the process by which ideas, knowledge, information,
goods and services spread around the world.
It is to promote free trade, open borders and international
cooperation that drives to the economy

11. • Internet and internet communication. Internet has
increased the sharing and flow of information and
knowledge, access to ideas and exchange of culture
among people of different countries.
• Communication technology. The introduction of 4G
and 5G technologies has dramatically increased the
speed and responsiveness of mobile and wireless
networks.
Use of Technology in Globalization

13. Use of Technology in Globalization
• IoT and AI. These technologies are enabling
the tracking of assets in transit and as they move across
borders, making cross-border product management
more efficient.
• Blockchain. This technology is enabling the
development of decentralized databases and storage
that support the tracking of materials in the supply chain.
Blockchain facilitates the secure access to data required
in industries such as healthcare and banking.

15. Globalization in Education
Globalization has had a significant impact on education.
Some of the benefits of globalization in education include:
❑ Greater awareness of other cultures
❑ Better transnational collaboration
❑ Reduced discrimination and racism
❑ The spread of technology and innovation
❑ Higher standards of living across the globe

16. 1. Economic globalization. The increasing interdependence of world economies. It is a result of
the growing scale of cross-border trade of commodities and services, flow of international capital
and wide and rapid spread of technologies. Economic globalization refers to the widespread
international movement of goods, capital, services, technology and information.
2. Political globalization. Political globalization refers to the growth of the worldwide political
system, both in size and complexity.That system includes national governments, their governmental
and intergovernmental organizations as well as government-independent elements of global civil
society such as international non-governmental organizations and social movement.
3. Cultural globalization. This aspect of globalization focuses in a large part on the technological
and societal factors that are causing cultures to converge.These include increased ease of
communication, the pervasiveness of social media and access to faster and better transportation.
Types of Globalization

17. Globalization can act as a catalyst for conflict,
aggravating tensions in any given society and even
creating new ones. It can also catalyze and accelerate
conflict resolution.
Globalization can be a motivation for war, and it can
also add fuel to war's bonfires.
Conflicts created by globalization can focus on cultural
issues as well as identity, and on the other, the issues are
primarily economic.
Conflict in Globalization

18. International organizations such as the United Nations,
which provides a platform for nations to discuss and resolve
conflicts.
Economic cooperation. By promoting trade and investment
between nations, countries can become more interdependent
and less likely to engage in conflict.
Cultural exchange between nations. By learning about other
cultures, people can develop a greater understanding and
appreciation for each other.
Ways to Solve Conflict in Globalization

21. What Are The Reasons Or Sources For Conflicts?
The primary reasons for the conflict may be one of the
following, but not limited to…
•Resource conflicts – People may need the same
resource
•Priority Conflicts – Conflicting priorities between people
or parties.
•Schedules – Similar to priorities. But this arises, when
some question about schedules and why a deliverable is
not completed in time, etc.
•Other causes – Personalities, cost and technical opinions
also causes conflict sometimes.

22. • Collaborating or problem solving is the most productive conflict management technique,
when the team members trust each other and they knew that they need to work
together to achieve a common goal.
Collaborating or
Problem Solving
(Confronting the
problem)
• Compromise conflict resolution is a lose-lose situation, because both parties are giving
up something in order to resolve the conflict.
Compromising
• Smoothing is when the arguments flare up between the parties, then you play down the
problem to make it seem like the problem is not so bad or does exist at all. Smoothing is a
temporary work around and will not resolve the actual issue.
Smoothing
• There may negative consequences to this conflict resolution, as the losing party may get
demotivated. So this conflict resolution technique need to apply carefully by looking at the
impact to the project.
Forcing
• Sometimes, the problem may also get resolved by itself. Usually as a project manager when the
problem is not on your priority list for the project or the stake is not high, you would apply this
conflict management technique.
Withdraw
5 Conflict Management Techniques To Resolve
Team Conflicts

23. Establish the ground
rules – Establish the
ground rules for the
team members to
work together.
Eventually when the
team strictly follows
these rules pertaining
to discipline, then you
may prevent some of
the conflicts from
occurring.
Ways of working –
As a project manager
you need to get buy in
to the common ways
of working agreement
with in the team.
Planning things
ahead –You plan
things ahead so as to
avoid any conflicts for
the resources.
Effective
communication
plan – How the
communication should
happen within the
team, with you as a
project manager and
with other
stakeholders of the
project.

24. An accommodating mode of conflict management tends to be high in cooperation but low in assertiveness.
When you use this style, you resolve the disagreement by sacrificing your own needs and desires for those of
the other party.
When avoiding, you try to dodge or bypass a conflict.This style of managing conflicts is low in assertiveness and
cooperativeness.Avoidance is unproductive for handling most disputes because it may leave the other party
feeling like you don't care.Also, if left unresolved, some conflicts become much more troublesome.
A collaborating conflict management style demands a high level of cooperation from all parties involved.
Individuals in a dispute come together to find a respectful resolution that benefits everyone. Collaborating
works best if you have plenty of time and are on the same power level as the other parties involved. If not, you
may be better off choosing another style.
When you use a competitive conflict management style (sometimes called 'forcing'), you put your own needs
and desires over those of others.This style is high in assertiveness and low in cooperation. In other words, it's
the opposite of accommodating.While you might think this style would never be acceptable, it's sometimes
needed when you are in a higher position of power than other parties and need to resolve a dispute quickly.
Compromising demands moderate assertiveness and cooperation from all parties involved.With this type of
resolution, everyone gets something they want or need.This style of managing conflict works well when time is
limited. Because of time constraints, compromising isn't always as creative as collaborating, and some parties
may come away less satisfied than others.
5. Compromising
4. Competing
3. Collaborating
1. Accommodating
2. Avoiding

25. Tips for choosing a conflict management style
When you're wondering which method of conflict management
to choose, ask yourself the following questions:
•How important are your needs and wants?
•What will happen if your needs and wants aren't met?
•How much do you value the other person/people involved?
•How much value do you place on the issue involved?
•Have you thought through the consequences of using
differing styles?
•Do you have the time and energy to address the situation
right now?

26. Tips and strategies for conflict management
Conflicts inevitably pop up when you spend time with other
people, whether at work or home. However, when conflicts
aren’t resolved, they can lead to various negative consequences.
• Hurt feelings
• Resentment and frustration
• Loneliness and depression
• Passive aggression and communication issues
• Increased stress and stress-related health problems
• Low morale
• Reduced productivity
• Staff turnover

27. Few tips to keep in mind when conflict arises:
Acknowledge the problem.
If someone comes to you with a dispute that seems trivial to you, remember it may not
be trivial to them. Actively listen to help the other person feel heard, then decide what to
do about the situation.
Gather the necessary information.
You can't resolve a conflict unless you've investigated all sides of the problem. Take the
time you need to understand all the necessary information. This way, you'll choose the
best conflict management style and find an optimal resolution.
Set guidelines.
Whether discussing a conflict with a spouse or intervening for two employees, setting a
few guidelines before you begin is essential. Participants should agree to speak calmly,
listen, and try to understand the other person's point of view. Agree up front that if the
guidelines aren't followed, the discussion will end and resume at a later time.

28. Keep emotion out of the discussion.
An angry outburst may end a conflict, but it's only temporary. Talk things
out calmly to avoid having the dispute pop up again.
Be decisive.
Once you've talked through a dispute and evaluated the best approach,
take action on the solution you've identified. Letting others in on what you
decide lets them know that you care and are moving forward.
Next steps
Learn how to transform conflict into collaboration with Relationship
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29. Enhanced Creativity and Innovation: Positive conflict can stimulate creative thinking and foster
innovation.When individuals with diverse perspectives and ideas engage in healthy debate and discussion,
it can lead to the generation of new and innovative solutions to problems or challenges. Different
viewpoints and constructive disagreements can spark creativity and promote out-of-the-box thinking.
Improved Decision-Making: Conflict can facilitate more robust decision-making processes. By
encouraging different opinions and encouraging healthy debate, teams can consider a wider range of
options and perspectives before making important decisions.This can lead to more well-rounded and
informed choices, reducing the potential for groupthink and increasing the likelihood of successful
outcomes.
IncreasedTeam Cohesion: Engaging in positive conflict can strengthen relationships and promote
teamwork.When conflicts are handled respectfully and constructively, it can help build trust among team
members. Openly discussing differing viewpoints and resolving conflicts collaboratively can create a
sense of unity, shared purpose, and mutual respect within the team.

30. Personal and Professional Growth: Positive conflict presents opportunities for individual growth and
development. Engaging in constructive disagreements allows employees to challenge their own assumptions,
expand their knowledge and skills, and gain a broader understanding of different perspectives. It encourages
individuals to step outside their comfort zones, adapt to new ideas, and learn from others’ experiences.
Stronger Relationships: Conflict resolution can lead to stronger interpersonal relationships in the
workplace.When conflicts are addressed openly and respectfully, it can enhance communication and
understanding between colleagues.Working through disagreements and finding mutually beneficial solutions
can build stronger bonds and foster a positive work environment.
Organizational Learning: Positive conflict can contribute to organizational learning and improvement.
When conflicts are addressed effectively, organizations can identify underlying issues, areas for improvement,
and systemic challenges. It allows for feedback and reflection on processes, policies, and practices, leading to
organizational growth and positive change.
Increased Productivity: When conflicts are resolved in a positive and timely manner, it can minimize
unproductive tensions and misunderstandings that can hinder workflow.Addressing conflicts head-on and
finding resolution helps maintain a focused and productive work environment.

31. Promote an integrative approach to managing team conflicts.
Foster a culture in which differences of opinion are encouraged, placing
emphasis on the common goals among your team, employees, and
departments.
Training! Provide your employees with opportunities to grow and enhance
their problem-solving, conflict resolution, non-defensive communication,
interpersonal communication skills, and even wellbeing training.

32. Thank you!
Joahna Cecille D. Garcia
Ma. Ed. - SAS