Conflict Management Definition and Meaning, Types of Conflict, Causes and Conflict Resolution Process.

1. Conflict Management
By
Dr. H.S. ABZAL BASHA, M.B.A., Ph.D.
Assistant Professor,
Department of Management Studies,
G. Pullaiah College of Engineering & Technology, Kurnool.

2. Meaning of Conflict
The word comes from Latin “Conflingere” which means
to come together for a battle. Conflicts can either be within
one person, or they can involve several people or groups.
Conflicts arise because there are needs, values or ideas that are
seen to be different, and there is no means to reconcile the
dispute.
The basis of conflict may vary but, it is always a part of society.
Basis of conflict may be personal, racial, class,
caste, political and international.
Conflict in groups often follows a specific course. Routine group
interaction is first disrupted by an initial conflict, often caused
by differences of opinion, disagreements between
members, or scarcity of resources.

3. Functional vs. Dysfunctional

4. Types of Conflict

5. Conflict Process

6. Causes of Team Conflict
 Scarce Resources
 Conflicting attitude
 Ambiguous jurisdiction
 Communication barriers
 Need for consensus
 Unresolved prior conflicts
 Knowledge of self and others

7. Causes of Team Conflict: Team Member Issues
Performance issues
Behavior problems
(absenteeism, late work,
not doing what promised)
Work quality problems

8. Causes of Team Conflict: Team Member Issues
Interaction/ Communication Issues
Schedule conflicts
One member taking over
Conflict between members
Disagreeing over responsibilities
Differing values, attitudes, or personalities

9. Effects of conflict in organizations
Stress
Absenteeism
Staff turnover
De-motivation
Non-productivity

10. Conflict Management
Conflict management is the
process of limiting the
negative aspects of conflict
while increasing the
positive aspects of conflict.
The aim of conflict
management is to enhance
learning and group
outcomes, including
effectiveness or
performance in an
organizational setting.

11. Conflict Table
Win-Win Lose-Win
Win-Lose Lose-Lose
I Win I lose
You win
You lose

12. Conflict Management Styles

13. Which Conflict Style Is Best?
 Use avoidance
 When an issue is trivial
 To temporarily delay, allow
emotions to cool
 Use accommodation
 When you find you
are wrong
 As a favor, build relationship
 Use competition
 When quick, decisive action
vital
 When don’t trust opponent
 Use compromise
 When goals are
important but not worth
the effort/disruption of
more assertive approach
 Use collaboration
 When concerns are too
important to be
compromised
 When objective is to
merge insights, gain
commitment
 When have the time

14. Steps to resolve conflicts
Assure privacy
Empathize than sympathize
Listen actively
Maintain equity
Focus on issue, not on personality
Avoid blame
Identify key theme
Re-state key theme frequently
Encourage feedback
Identify alternate solutions
Give your positive feedback
Agree on an action plan