This document summarizes organizational conflict. It defines conflict and describes different views of conflict. It outlines the levels of conflict from individual to organizational. It then explains the five stages of the conflict process: incompatibility, cognition and personalization, intentions, behavior, and outcomes. The document also discusses conflict resolution techniques and the pros and cons of conflict. In conclusion, it states that understanding personal triggers can help deal with workplace conflict, and that conflict is inevitable but can help growth and improve organizational performance.

2. MPC AUTONOMUS COLLEGE BARIPADA
DEPARTMENT OF MBA
ORGANISATIONAL CONFLICT
PRESENTED BY
SUDIPTA KUMAR PATRA
ROLL NO 16
PRESENTATION SUPERVISOR
Mrs NAINCY PRIYADARSHINI

3. CONTENTS
DEFINITION
VIEWS OF CONFLICT
LEVELS OF CONFLICT
PROCESS OF ORGANISATION CONFLICT
CONFLICT RESOLUTION
PROS AND CONS OF CONFLICT
CONCLUSION

4. DEFINITION
A CONFLICT IS SERIOUS DISAGREEMENT OR
ARGUMENT BETWEEN TWO OR MORE PERSON
A PROCESS THAT BEGINS WHEN ONE PARTY
PERCIEVES THAT ANOTHER PARTY HAS
NEGATIVELY AFFECTED OR IS ABOUT TO
AFFECT SOMETHING THAT THE FIRST PARTY
CARES ABOUT

5. VIEWS OF CONFLICT
 TRADITIONAL VIEW
THE BELIEF THAT ALL CONFLICT IS HARMFUL AND
MUST BE AVOIDED
 HUMAN RELATION VIEW
THE CONFLICT IS A NATURAL AND INEVITABLE IN
ANY GROUP
 INTERACTIONIST VIEW
THE BELIEF THAT CONFLICT IS NOT ONLY A
POSITIVE IN A GROUP BUT THAT IT IS ABSOLUTELY
NECESSARY FOR A GROUP TO PERFORM
EFFECTIVELY

6. LEVELS OF CONFLICT
CONFLICT
LEVEL
INDIVIDUAL
LEVEL
CONFLICT
INTRA
INDIVIDUAL
CONFLICT
INTER
INDIVIDUAL
CONFLICT
GROUP
LEVEL
CONFLICT
INTRA
GROUP
CONFLICT
INTER
GROUP
CONFLICT
ORGANISAT
IONAL
LEVEL
CONFLICT
INTRA
ORGANISATIONA
L CONFLICT
INTER
ORGANISATIONAL
CONFLICT

7. INTRA INDIVIDUAL CONFLICT :
These conflict arises within a person.
INTER INDIVIDUAL CONFLICT :
Conflict arises between two or more individuals person.
INDIVIDUAL LEVEL CONFLICT
GROUP LEVEL CONFLICT
INTRA GROUP CONFLICT :
The conflict arises within the group’s members which often
affect group’s performance .
INTER GROUP CONFLICT :
The conflict arises out of interaction of various groups,
between groups , departments in an organization.

8. INTRA ORGANISATIONAL CONFLICT :
The conflict arises with in various levels and
departments of organisation.
INTER ORGANISATONAL CONFLICT :
The conflict arises between the organisation.
ORGANISATONAL CONFLICT

9. CONFLICT PROCESS
FIVE STAGES CONFLICT PROCESS
1.Incompatibility
2.Cognition and Personalization
3.Intentions
4.Behaviour
5.Outcomes

10. 1.INCOMPATIBILITY
It is the first step of conflict
process and there are some
conditions like
Communication
Structure
Personal Variables

11. COMMUNICATION
Insufficient information
Noise in the communication channel
STRUCTURE
Size of the organisation
Members
Degree of specialization of members
Leadership style
Reward system
PERSONAL VARIABES
Highly authoritarian
Difference in value system

12. 2.COGNITON AND PERSONALIZATION
It is the second conflict process
and basically define perception.
If no one is aware of a conflict
then it s generally agreed that no
conflict exists.

13. INTENTON
 Competing
(I win ,you lose)
 Collaborating
(I win, you win)
 Avoiding
(no winners ,no losers)
 Accommodating
(I lose ,you win)
 Compromising
(you bend ,I bend)

14. BEHAVIOUR
oHere conflict become visible.
oHere the statements, action and
reaction made by the conflict parties.
oThis stage begins verbal argument,
verbal threats, physical attacks as the
conflict intensifies.

15. OUTCOME
Outcomes may be functional that the
conflict results in an improvement in the
group’s performance or dysfunctional that it
hinders group performance
Conflict is constructive when it improve
the quality of decision that stimulates
creativity and innovation
Conflict create undesirable consequence
which leads to the destruction of group

16. CONFLICT RESOLUTION
1.AVOIDANCE
2.COMPETITION
3.ACCOMOATION
4.COMPROMISE
5.COLLABORATION

17.  Increased involvement.
 Innovation and creativity
 Personal growth and
change
 Clarification of personal
objectives
 Improve the quality on
decision making
 Unresolved anger
 Personality clashes
 Misunderstanding
 Wastage of resources
 Delayed information
 Tension
 Task becomes secondary
PROS AND CONS OF CONFLICT

18. CONCLUSION
Individual should understand their
own personal triggers to better deal with
conflict situation in their workplace
There always will be conflict
It helps people grow and better the
quality and performance of the
organization