Conflict occurs in different settings and there is no organization without conflict situations. Conflict is a struggle or contest between people with opposing ideas, beliefs, values, or goals. There is no particular reason behind conflicts and they are of different types depending upon involvement, scope, results and rights & interest. Recognizing conflicts by looking beyond the incident and applying proper conflict management techniques in order to prevent them in future is the major objective of conflict management. Accommodating, Avoiding, Collaborating, Compromising, Competing, etc. are the various conflict management strategies that an organization can use to solve conflicts. Imbalance between different authority and responsibility of the executives as well as employees are the issues of conflict management in various projects. Improving work conditions and wages, creating private, clean and quiet work spaces, promotion, making people free from stress and balancing the need and interest of the people, etc. are challenges of conflict management. If organizations know how to manage and position conflict correctly, conflict can be one of the primary forces for positive change.

1. PRESENTATION ON
CONFLICT
MANAGEMENT:
ISSUES, CHALLENGES AND
OPPORTUNITIES PRESENTED BY:
Rabi Shrestha
Mukesh Thapa
Bipul Tamang
Manisha K.C
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2. INTRODUCTION
Conflict
Form of fiction, discord arising within a group due to unacceptable opinion.
Inevitable part of everyday life.
Occurs within individuals or teams
Management
Planning, controlling, directing, staffing
and organizing activities
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3. Conflict Management
Need to be well-understand and resolved
Reducing the negative sides of conflict
Identify and handle conflicts fairly, efficiently and sensibly.
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4. CAUSES OF CONFLICT
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Authority
issues
Goal
Difference
Misunderstanding
Competition
Lack of
Cooperation
Low
Performance

5. TYPES OF CONFLICT
i. Based on involvement
Intrapersonal conflict: Within individuals
Interpersonal conflict: Between two or more individuals
Intragroup conflict: Within teams
Intergroup Conflict: Between two or more groups
ii. Based on scope
Substantive :Associated with jobs, not individuals
Affective : Related to emotions between parties
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6. CONTD..
iii. Based on results
Constructive: When opens up issues of importance , resulting in issue clarification
Destructive: Diverts attention away from more essential tasks, weakens self esteem
iv. Based on rights and interests
Conflict of rights: When rights are denied
Conflict of interest: Individual or group has interest, but no law to grant them.
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7. OBJECTIVE
❖ Recognize conflicts and how to prevent an issue before it escalates.
❖ Apply conflict management techniques and implement the conflict resolution
process.
❖ To understand the methodology of conflict resolution.
❖ To enhance learning and group outcomes, including effectiveness or
performance in the organizational environment
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8. A simple test of Conflict..
Look at the words below and say the COLOR, not the
WORD, e.g. CONFLICT, MANAGEMENT…… ready ?.
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Your right brain tries to say the color
but your left brain insists on reading the word

9. METHODOLOGY
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10. STEPS OF CONFLICT MANAGEMENT
STEP 1: Identify the source of the conflict
STEP 2: Look beyond the incident
STEP 3: Request solutions
STEP 4: Identify solution both disputants can support
STEP 5: Agreement
"Conflict is inevitable, but combat is optional." — Max Lucade 10

11. STRATEGIES:
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12. ISSUES
❖ Poor Communication
❖ Resources Sharing
❖ Cultural And Gender Differences
❖ Contrasting Styles
❖ Frustration, Stress & Burnout
❖ Psychological fears
❖ Mediator
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13. CHALLENGES
❖ Finding possible solutions
❖ Implementing new policy or a change in structure
❖ Improving work conditions and wages
❖ Addressing undesirable and unjustifiable demands of Trade Union/ Community
❖ Promotion
❖ “Win/Win” solutions rather than “Win/Lose”
❖ Balancing the need and interest of the people, etc.
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14. OPPORTUNITIES
❖ Create a positive change to the staffs,
❖ Increase productivity,
❖ Good relation among employees,
❖ Learn about disagreements,
❖ Creates environment to understand others perspective
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15. CONCLUSION
❖ The effective conflict management depends on awareness of ourselves
and how we are responding to conflict.
❖ The conflict is managed when mindful communication is established
among people.
❖ if not controlled, diminishes the organizational outcome, causes
individual stress, introduces dissatisfaction, and reduces efficiency
❖ Increased understanding, improved knowledge and increased group
cohesion.
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16. REFERENCE
● Adomi EE, Anie SO, 2005. Conflict Management in Nigerian University Libraries. Journal of Library Management, 27(8): 520-
530.
● Ayoko, O. B., Ashkanasy, N. M., & Jehn, K. A. (2014). Handbook of conflict management research. Edward Elgar Publishing.
Available at: http://www.iosrjournals.org/iosr-jbm/papers/Vol8-issue6/B0860716.pdf
● Bercovitch,J.(n.d.).CONFLICT AND CONFLICT MANAGEMENT IN ORGANIZATIONS: A FRAMEWORK FOR ANALYSIS. 20.
● Conflict Management: Characteristics, Types, Stages, Causes and other Details. [online] Available at:
https://www.yourarticlelibrary.com/business/conflict-management-characteristics-types-stages-causes-and-other-details/5431 [Accessed
18 June 2021].
● Corvette, B. A. (2013). Conflict management: Pearson new international edition: A practical guide to developing negotiation
strategies.
● Kwaidah, A., 2021. CONFLICT MANAGEMENT-revised Final Research-paper[1]. [online] Academia.edu. Available at:
https://www.academia.edu/15873495/CONFLICT_MANAGEMENT_revised_Final_Research_paper_1_ [Accessed 18 June 2021].
● Rahim, M.A. 2001. A strategy for managing conflict in complex organizations. Human Relations, 38(1):81-89.
● Thakore.D, 2013. Conflict and Conflict Management, IOSR Journal of Business and Management (IOSR-JBM), Page 07-16
● URL: (PDF) Conflict Management Training (researchgate.net)
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