Here's 'Managing Stress And Conflict In Contemporary Society'- from Foundation Course-Semester 2. Happy Learning!

1. PROF. KARISHMA SHETTY
PROF. KARISHMA SHETTY
MANAGING STRESS AND
CONFLICT IN
CONTEMPORARY
SOCIETY

2. PROF. KARISHMA SHETTY
PROF. KARISHMA SHETTY
TYPES OF
CONFLICTS
Conflict can occur of three types:
Intrapersonal, Interpersonal &
Intergroup Conflict
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3. PROF. KARISHMA SHETTY 3
Intrapersonal Conflict:
It takes place within an individual, as a result of competing roles performed in an organisation.
For instance, a manager may take up the role of providing better facilities to the employees, and at the
same time may be responsible to reduce the operating costs.
Interpersonal Conflict:
It takes place when a disagreement occurs between two persons.
This conflict may arise due to differences in personality or temperaments of two or more persons.
At times, it may be caused due to failures in communication.
Such conflicts pose a major problem because; they threaten the self-esteem and self-image of a
person.
They also affect the individual emotionally.
Such conflicts may damage the relationships between people.

4. PROF. KARISHMA SHETTY 4
Intergroup Conflict:
It takes place when one group such as a department disagrees with another group.
This conflict may arise due to different viewpoints and conflicting group loyalties.
Each group tries to improve its image and gain power over another group.
For example, in an organization, a major cause for intergroup conflicts is competition for scarce
resources.
Each group feels that they deserve more and need more than what is available to it.
The production department may want to install latest machinery and the marketing department may
want to invest in setting up new showrooms, but the organisation may have resources only to satisfy the
needs of only one department.
Intergroup conflict brings problems out in the open.
When problems are brought out in the open, both parties may try to understand the problem better.
The concerned parties may resolve differences and the relationship may reach a new equilibrium.
At times, conflicts need to be deescalated to reduce the negative impact.

5. PROF. KARISHMA SHETTY
PROF. KARISHMA SHETTY
COPING
WITH
STRESS
There are several approaches or measures
to minimize the stress.
The stress coping strategies can be
broadly divided into two groups:
• Individual Strategies
• Organizational Strategies 5

6. PROF. KARISHMA SHETTY
INDIVIDUAL STRATEGIES:
▰ EXERCISE AND DIET
▰ RELAXATION
▰ STRESS AND MANAGEMENT COURSES
▰ MEDICATION
▰ STOP JUGGLING
▰ LEARN TO SAY NO
▰ DON’T TAKE WORK HOME WITH YOU
▰ TRY TO LIMIT THE NUMBER OF CHANGES WITH WHICH YOU ARE COPING AT ANY GIVEN TIME
▰ ANTICIPATE CHANGES BEFORE THEY OCCUR
▰ LEARN TIME MANAGEMENT AND ORGANIZATIONAL SKILLS
▰ BECOME MORE ASSEERTIVE
▰ PLAN SOMETHING FUN 6

7. PROF. KARISHMA SHETTY
ORGANISATIONAL STRATEGIES
▰ SUPPORTIVE ORGANIZATIONAL CLIMATE
▰ JOB ENRICHMENT
▰ ORGANIZATIONAL ROLE CLARITY
▰ CAREER PLANNING AND COUNSELLING
▰ STRESS CONTROL WORKSHOPS
▰ EMPLOYEE ASSITANCE PROGRAMME
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8. PROF. KARISHMA SHETTY 8
PHYSIOLOGICAL EMOTIONAL BEHAVIOURAL
MUSCLE TENSION AND PAIN MEMORY PROBLEMS SLEEP DISTURBANCES
LOW ENERGY POOR JUDGEMENT NERVOUS HABITS
(EG. NAIL BITING, PACING)
HEADACHES SEEING ONLY THE
NEGATIVE
LACK OF CONFIDENCE
CHANGES IN APPETITE ANXIOUS OR RACING
THOUGHTS
DEPRESSION
SHORTNESS OF BREATH OR
DIFFICULTY IN BREATHING
CONSTANT WORRYING DIFFICULTY RELAXING
DIARRHOEA OR
CONSTIPATION
SENSE OF LONELINESS
AND ISOLATION
DIFFICULTY WITH DECISION
MAKING
NEGLECTING
RESPONSIBLITIES
MOODINESS IRRITABILITY
SIGNS OF STRESS

9. PROF. KARISHMA SHETTY
THE 4 A’s TO COPE WITH STRESS
▰ AVOID UNNECESSARY STRESS
▰ ALTER THE SITUATION
▰ ADAPT TO THE STRESSOR
▰ ACCEPT THE THINGS YOU CANT CHANGE
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10. PROF. KARISHMA SHETTY 10
MASLOW’S THEORY
OF SELF
ACTUALIZATION
SELF-
ACTUALIZATION
NEEDS
EGO & ESTEEM
NEEDS
SOCIAL NEEDS
SAFETY AND SECURITY
NEEDS
PHYSIOLOGICAL NEEDS

11. PROF. KARISHMA SHETTY
PROF. KARISHMA SHETTY
STRATEGIES FOR
COPING WITH
CONFLICTS
When conflict occurs, the results
may be positive or negative,
depending on how those involved
choose to approach it.
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12. PROF. KARISHMA SHETTY 12
The simplest strategies to resolve conflicts focus either on co-operation or on competition.
However, the following four conflict resolution strategies are a widely used approach:
Avoiding: Physical or mental withdrawal from the conflict.
Smoothing: Accommodating the other party's interests.
Forcing: Using power tactics to achieve a win.
Confronting: Facing the conflict directly, and working it through to a mutually satisfactory resolution.
The above approaches can be grouped into three basic conflict management strategies:
1) Win/Lose Strategy
2) Lose/Lose Strategy
3) Win/Win Strategy

13. PROF. KARISHMA SHETTY
Win/Lose Strategy:
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This approach eliminates the conflict by having one individual "win" over the other.
In other words, an individual achieves his goals at the expense of others.
When one person wins and the other loses, the loser is likely to resent the solution.
This approach is likely to sow the seeds for another conflict.
Thus, it can be said that this strategy may not allow to maintain good human relations.

14. PROF. KARISHMA SHETTY
Lose/Lose Strategy:
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This approach eliminates the conflict by having both individuals "lose" something.
In spite of the negative outcomes faced by both the individuals, this strategy can eliminate
conflicts.

15. PROF. KARISHMA SHETTY
Win/Win Strategy:
15
The basic purpose of the win/win strategy is to solve a problem and not to shift the blame on others.
The following issues are involved in this approach:
•Listen to all points of view.
•Define the basic issues.
•Create an atmosphere of trust among all involved.
•Belief that problem will be solved on merit and not through personal or political influence.
This approach arrives at a solution that all parties accept it and hence improves good human relations.
Under win-win strategy, both the parties should adopt assertive behaviour.
Assertive behaviour involves expressing one's own thoughts and feelings directly in such a way that it does not violate
the rights of others.
People exhibiting assertive behaviour skills handle conflicting situations with ease and comfort.
They develop and maintain good interpersonal relations. They are direct, honest, and expressive. They feel confident,
gain self-respect, and make others feel valued.
By contrast, aggressive people may humiliate others and may express feelings in a threatening manner.