This document discusses conflict management and resolution strategies. It defines conflict as a process where one party perceives its interests as being negatively affected by another party. There are several types of conflict, including within individuals, families, and organizations. Effective conflict resolution requires understanding the different styles such as competing, accommodating, avoiding, compromising, and collaborating. The interest-based relational approach focuses on maintaining good relationships while exploring interests and options. The process involves setting guidelines, gathering information, agreeing on the problem, brainstorming solutions, and negotiating an agreement. Managing conflict effectively is important for organizational functioning and productivity.
Conflict Management and conflict resolution techniquesHemanth M
Conflict is an inevitable and unavoidable part of our everyday professional and personal lives. This ppt concentrates on identifying and resolving the conflict in the organization.
Conflict Management and conflict resolution techniquesHemanth M
Conflict is an inevitable and unavoidable part of our everyday professional and personal lives. This ppt concentrates on identifying and resolving the conflict in the organization.
A one day seminar slides- free-Workplace conflict ManagementE J Sarma
If you like it please say so here and buy the e book and read my new new book on employee rewards-The invisible hand-how to reward employees without killing the motivation of others----- in amazon.in
Every one faces conflict in day to day life especially at workplace.
Here is complete training program to understand, strategize and face the conflict challenges,This seminar was given 8/10 excellent, rating by 85% of participants
Training Slides of Negotiation & Conflict Management in Organization, discussing the importance of Negotiation Skills.
Some Key-Points:
- Stages of Negotiation
- Approaches to Negotiation
- The Five Communication Styles
For further information regarding the course, please contact:
info@asia-masters.com
Conflict is a struggle or challenge between people with opposing needs, ideas, beliefs, values or goals.
Because managers have variety of interpersonal relationships wit people with different values, beliefs, backgrounds, and goals, conflict is an expected outcome
Conflict theory has changed dramatically during the last 100years. Currently conflict is viewed as neither good nor bad because it can produce growth or be destructive depending on how to manage it
Three categories of conflict intrapersonal, interpersonal, intergroup
The 1st stage of conflict process called latent conflict and end with conflict aftermath
The optimal goal in conflict resolution strategies is creating win-win solution for ever one involve
Common conflict resolution strategies include compromise, competing, accommodation, smoothing, avoiding and collaboration
What is Negotiation?
Features of Negotiation
Why Negotiate ?
Types of Negotiation
Distributive Vs Integrative Negotiation
Negotiation Process
BATNA
Bargaining Zone Model of Negotiation
Negotiating Behavior
Issues in Negotiation
Third party Negotiations
How to achieve an Effective Negotiation
Negotiation Tips
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
A one day seminar slides- free-Workplace conflict ManagementE J Sarma
If you like it please say so here and buy the e book and read my new new book on employee rewards-The invisible hand-how to reward employees without killing the motivation of others----- in amazon.in
Every one faces conflict in day to day life especially at workplace.
Here is complete training program to understand, strategize and face the conflict challenges,This seminar was given 8/10 excellent, rating by 85% of participants
Training Slides of Negotiation & Conflict Management in Organization, discussing the importance of Negotiation Skills.
Some Key-Points:
- Stages of Negotiation
- Approaches to Negotiation
- The Five Communication Styles
For further information regarding the course, please contact:
info@asia-masters.com
Conflict is a struggle or challenge between people with opposing needs, ideas, beliefs, values or goals.
Because managers have variety of interpersonal relationships wit people with different values, beliefs, backgrounds, and goals, conflict is an expected outcome
Conflict theory has changed dramatically during the last 100years. Currently conflict is viewed as neither good nor bad because it can produce growth or be destructive depending on how to manage it
Three categories of conflict intrapersonal, interpersonal, intergroup
The 1st stage of conflict process called latent conflict and end with conflict aftermath
The optimal goal in conflict resolution strategies is creating win-win solution for ever one involve
Common conflict resolution strategies include compromise, competing, accommodation, smoothing, avoiding and collaboration
What is Negotiation?
Features of Negotiation
Why Negotiate ?
Types of Negotiation
Distributive Vs Integrative Negotiation
Negotiation Process
BATNA
Bargaining Zone Model of Negotiation
Negotiating Behavior
Issues in Negotiation
Third party Negotiations
How to achieve an Effective Negotiation
Negotiation Tips
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
Passengers in an aircraft do get angry at the least provocation. In the Indian context, the Indian passengers have a mentality that when they buy an airline ticket they think that they have purchased the crew along with the ticket and their behavior inside the aircraft turns very ugly and many a times very nasty. This presentation will help the cabin crew in the Indian aviation scene,immensely.
ReadySetPresent (Conflict PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. We often frown upon conflict situations in the work place because we assume that their outcome is always negative. However, this is often not always true. Conflict can also be turned into a positive force that can increase personal and organizational effectiveness. 100+ PowerPoint presentation content slides. Conflict PowerPoint Presentation Content slides include topics such as: the definition of conflict, 10+ slides on symptoms and causes of conflict, 5 methods to handle conflict, 10 slides on group conflict and causes, 10 slides with ways to address conflict: ignoring - stifling, defusing, organizational conflict: positive and negative aspects, 4 stages of conflict management, 20+ slides on organizational conflict and conflict management strategies, 17 points on how to overcome deadlocks, 5 types of conflict deadlocks each with causes and techniques to handle: relationship - data - value - interests - structural, conflict models, strategies, 20+ tips, how to’s and more!
Would you like to transform conflicts into conversations? Are you looking for new ways to settle disagreements in your workplace? Do you want to your employees to resolve their own conflicts? Mediation allows people to arrive at creative, win-win solutions based on what’s important to them. In this webinar, we’ll explore general mediation concepts and how you can productively apply them in your workplace. Whether you manage people or programs (or both), you’ll have the opportunity to apply a “mediator’s mindset” to the conflicts you currently face and recognize new possibilities for skill development, growth and change.
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Need leads to conflict which in turn leads to politics.Human nature of leading gives another colour to politics ,which at times are so damaging that we must learn tact to manage the same and protect ourselves
Six essential skills for managing conflict and negiotiating in organizationsHealthcare consultant
SIX ESSENTIAL SKILLS FOR MANAGING CONFLICT AND NEGIOTIATING IN ORGANIZATIONS.
Are you afraid of conflict? This is perfectly normal! Instinctively, our brains tell us that conflict is dangerous, so our natural inclination is to do battle or run away. However, fear of conflict can turn leaders, managers and employees into ‘psycho-logical hostages’ who are paralyzed and unable to challenge others.
SIX ESSENTIAL SKILLS FOR MANAGING CONFLICT AND NEGOTIATING IN ORGANIZATIONS b...Healthcare consultant
Are you afraid of conflict? This is perfectly normal! Instinctively, our brains tell us that conflict is dangerous, so our natural inclination is to do battle or run away. However, fear of conflict can turn leaders,managers and employees into ‘psychological hostages’ who are paralyzed and unable to challenge others.
There is nothing much to say about meditation. This is the oldest practise by virtue of which one can control ones mind and the mind becomes the strongest tool for tackling any challenges that life may throw at us. Meditation is the tool described in the vedic scriptures and today it is accepted world wide as a potent and effective therapy.
Positive Thinking is about training the subconscious mind to deal with all the negativity that is around us. Our day to day performance depends greatly on how we perceive our environment and how positive are we in executing the job at hand. Our mental attitude delivers the desired result and even if the desired results do not come in our path our attitude to strive again and harder makes the result come our way. positive thinking is one step ahead in spirituality
This is the most comprehensive presentation on time management. We all know that how important is it to manage time because of the multi tasking that is done by all of us to make ends meet. This presentation will be of great help to all those who are willing to adopt the positive methods discussed there in.
This presentation has been developed by Amlan Roychowdhury. This is an important tool for HR personnel who are associated with IT enabled Industry like the BPOs. This presentation deals with awys and means to reduce attrition which is the highest among any other IT enabled industry.
Certain things or events, happens, that gets ingrained in the memory of not one person but of the whole race or population and then that information is passed on from one generation to the other thus becoming a legend. One such event was the great flood which got ingrained in the memory of humanity in a large scale as is evident from various legends not only from India but also from different parts of the world. The legend of the flood is one such memory of the humanity that is there in the legends of many tribes and civilizations, present and past, from Celtic in the north to India and also mentioned in the old testament. The mention of the great flood in also there in the Vedas
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
It is therefore essential to employ other water sources, such as river water, for consumption by humans. Commercial RO Plant purifiers manufactured by Netsol Water are necessary because a different type of water is completely unsuitable for human consumption. Large-scale water filtration is accomplished with the assistance of a Noida-based commercial RO plant manufacturer i.e., Netsol Water. It supports several methods for getting rid of all kinds of contaminants in water.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
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4. Wall & Callister, 1995, “process in which one
party perceives that its interests are being
opposed or negatively affected by another
party".
Rahim, 1992, “the interactive process
manifested in incompatibility, disagreement,
or dissonance within or between social
entities”.
5. THEREFORE CONFLICT IS ????
1.WITHIN ( personal individualistic can lead to
frustration and depression if not managed well)
2. FAMILY, ( breakups, fights, and unhealthy
atmosphere within, depression among the
siblings and tendency to reach for psychological
soothers like the drugs etc)
3.ORGANIZATION. ( this leads to industrial
unrest loss of production and loss of employee
morale and finally attrition
6. CONFLICT BETWEEN INDIVIDUALS
People have differing styles of
communication, ambitions, political or
religious views and different cultural
backgrounds. In our diverse society, the
possibility of these differences leading to
conflict between individuals is always there,
and we must be alert to preventing and
resolving situations where conflict arises.
7. CONFLICT BETWEEN GROUP OF PEOPLE
Whenever people form groups, they tend to
emphasize the things that make their group
"better than" or "different from" other groups.
This happens in the fields of sport, culture,
religion and the workplace and can sometimes
change from healthy competition to destructive
8. CONFLICT WITHIN A GROUP OF PEOPLE
Even within one organization or team, conflict
can arise from the individual differences or
ambitions mentioned earlier; or from rivalry
between sub-groups or factions. All leaders and
members of the organization need to be alert to
group dynamics that can spill over into conflict.
11. THERE COULD BE N NUMBER OF CAUSES FOR CONFLICT
scarcity of resources (finance, equipment,
facilities, etc)
different attitudes, values or perceptions
disagreements about needs, goals, priorities
and interests
poor communication
poor or inadequate organizational structure
lack of teamwork
lack of clarity in roles and responsibilities
12. AND …. HOW TO CREATE CONFLICT..
Not being a Role Model.
Take credit and no recognition.
Be Judgemental.
Send written messages.
Subordinate should come to see me.
Make yourself inaccessible to the team.
Telling them? Consulting Them? Deciding
with them?
Come tomorrow.
Introduce change without consulting them.
18. INDIVIDUALS HAVE DIFFERENT OBJECTIVES
A successful team has to have a clear
objective so that everyone is working towards
the same goal. Two different people working
towards two different goals will have difficulty
communicating with each other, as they’ll
each believe themselves to be right
19. THERE IS AN UNHEALTHY LEVEL OF COMPETITION
Competition can be a wonderful motivator, but
not if the team members in competition are
taking themselves too seriously, find
themselves arguing over information, and
suddenly become unproductive. Competition
occurs on the corporate level as well, with
different departments vying for resources as
20. THEIR ROLES ARE NOT CLEARLY DEFINED
When you first start a new project, it’s important
to make sure each member of the team
understands his or her tasks and how they will
contribute to the overall outcome. If these roles
are not clearly identified, individuals will start to
feel as though other members of the team
aren’t pulling their weight, or they might
perceive their teammates as being overly
critical of the tasks they do perform
21. THE WORKFLOW HAS BEEN DISRUPTED
Sometimes one part of a project can not be
completed without another part being
finished first. If the group completing the first
tasks is late, or turns in shoddy work, the
second group will be further delayed. This
will almost always lead to resentment and a
disgruntled, uncomfortable workplace.
22. THERE WAS A BREAKDOWN IN COMMUNICATION
Sometimes pieces of information are relayed
incorrectly in error. In some cases, an employee
may withhold a piece of information to purposely
sabotage another. Regardless, communication
errors are a major cause of conflict in the
workplace. It’s important to make sure all
information is relayed as efficiently and
effectively as possible so that no one person
relies on another for critical data
23. TWO MAJOR TYPES OF CONFLICT
"DISPUTES OF RIGHT", where people or groups are
entitled by law, by contract, by previous agreement or
by established practice to certain rights. Disputes of
right will focus on conflict issues such as employment
contracts, legally enforceable matters or unilateral
changes in accepted or customary practices. A
dispute of rights is, therefore, usually settled by legal
decision or arbitration and not by negotiation.
"DISPUTES OF INTEREST", where the conflict may
be a matter of opinion, such as where a person or
group is entitled to some resources or privileges
(such as access to property, better working
conditions, etc). Because there is no established law
or right, a dispute of interest will usually be solved
through collective bargaining or negotiation.
29. Helps to raise and address problems.
Energizes work to be focused on the most
important priorities.
Helps people “be real” and motivates them to
fully participate.
Helps people learn how to recognize and
benefit from their differences.
30. CONFLICT IS A POSITIVE TRAIT…..BUT…….
It is but natural trait of Human beings to have
differences of opinion and differences of
ideas whenever there is a conglomeration
and association in order to bring about the
best strategy and the best work plan for the
organization that the group or the association
or the conglomeration is working for. Conflict
therefore is but a natural phenomenon.
Therefore Conflict is not a negative
trait
35. STYLE..1----COMPETETIVE (WIN—LOSE)
People who tend towards a competitive style take a
firm stand, and know what they want. They usually
operate from a position of power, drawn from things
like position, rank, expertise, or persuasive ability.
This style can be useful when there is an emergency
and a decision needs to be make fast; when the
decision is unpopular; or when defending against
someone who is trying to exploit the situation
selfishly.
However it can leave people feeling bruised,
36. STYLE..2– ACCOMODATIVE ( WIN—WIN )
This style indicates a willingness to meet the needs of
others at the expense of the person's own needs. The
accommodator often knows when to give in to others,
but can be persuaded to surrender a position even
when it is not warranted. This person is not assertive
but is highly cooperative. Accommodation is
appropriate when the issues matter more to the other
party, when peace is more valuable than winning, or
when you want to be in a position to collect on this
"favor" you gave.
However people may not return favors, and overall
this approach is unlikely to give the best outcomes
37. STYLE..3-- AVOIDANCE ( LOSE—LOSE)
People tending towards this style seek to evade
the conflict entirely. This style is typified by
delegating controversial decisions, accepting
default decisions, and not wanting to hurt
anyone's feelings. It can be appropriate when
victory is impossible, when the controversy is
trivial, or when someone else is in a better
position to solve the problem.
However in many situations this is a weak
38. STYLE..4– COMPROMISE ( LOSE—LOSE)
People who prefer a compromising style try
to find a solution that will at least partially
satisfy everyone. Everyone is expected to
give up something, and the compromiser
him- or herself also expects to relinquish
something.
Compromise is useful when the cost of
conflict is higher than the cost of losing
ground, when equal strength opponents
are at a standstill and when there is a
39. STYLE..5– COLLABORATIVE ( WIN—WIN)
People tending towards a collaborative style try
to meet the needs of all people involved. These
people can be highly assertive but unlike the
competitor, they cooperate effectively and
acknowledge that everyone is important.
This style is useful when a you need to bring
together a variety of viewpoints to get the best
solution; when there have been previous
conflicts in the group; or when the situation is
too important for a simple trade-off.
42. IBR APPROACH……
Interest-Based Relational (IBR) Approach".
This type of conflict resolution respects
individual differences while helping people
avoid becoming too entrenched in a fixed
43. Make sure that good relationships are the first
priority: As far as possible, make sure that you treat the
other calmly and that you try to build mutual respect. Do
your best to be courteous to one-another and remain
constructive under pressure.
Keep people and problems separate: Recognize that in
many cases the other person is not just "being difficult" –
real and valid differences can lie behind conflictive
positions. By separating the problem from the person, real
issues can be debated without damaging working
relationships.
Pay attention to the interests that are being
presented: By listening carefully you'll most-likely
understand why the person is adopting his or her position.
44. Listen first; talk second: To solve a problem
effectively you have to understand where the other
person is coming from before defending your own
position.
Set out the "Facts": Agree and establish the
objective, observable elements that will have an
impact on the decision.
Explore options together: Be open to the idea that
a third position may exist, and that you can get to this
idea jointly.
By following these rules, you can often keep
contentious discussions positive and constructive.
This helps to prevent the antagonism and dislike
which so-often causes conflict to spin out of control
45. THE PROCESS……
Based on these approaches, a starting point
for dealing with conflict is to identify the
overriding conflict style employed by yourself,
your team or your organization
Look at the circumstances, and think about the
style that may be appropriate
46. STEP . 1 SET THE SCENE
If appropriate to the situation, agree the rules of
the IBR Approach (or at least consider using the
approach yourself.) Make sure that people
understand that the conflict may be a mutual
problem, which may be best resolved through
discussion and negotiation rather than through raw
aggression.
If you are involved in the conflict, emphasize the fact
that you are presenting your perception of the
problem. Use active listening skills to ensure you
hear and understand other's positions and
perceptions.
Restate.
Paraphrase.
And make sure that when you talk, you're using an
adult, assertive approach rather than a submissive
47. STEP. 2 GATHER INFORMATION
Here you are trying to get to the underlying
interests, needs, and concerns. Ask for the
other person's viewpoint and confirm that you
respect his or her opinion and need his or her
cooperation to solve the problem.
Try to understand his or her motivations and
goals, and see how your actions may be
affecting these.
Also, try to understand the conflict in objective
terms: Is it affecting work performance?
damaging the delivery to the client? disrupting
team work? hampering decision-making? or so
on. Be sure to focus on work issues and
48. IMPORTANT….
Listen with empathy and see the conflict from
the other person's point of view.
Identify issues clearly and concisely.
Use "I" statements.
Remain flexible.
Clarify feelings
49. STEP . 3 AGREE TO THE PROBLEM.
This sounds like an obvious step, but often different
underlying needs, interests and goals can cause
people to perceive problems very differently. You'll
need to agree the problems that you are trying to
solve before you'll find a mutually acceptable
solution.
Sometimes different people will see different but
interlocking problems – if you can't reach a
common perception of the problem, then at the very
least, you need to understand what the other
50. STEP.4 BRAINSTORM POSSIBLE SOLUTION
If everyone is going to feel satisfied with the
resolution, it will help if everyone has had fair
input in generating solutions. Brainstorm
possible solutions, and be open to all ideas,
including ones you never considered before
51. STEP. 5 NEGOTIATE A SOLUTION
By this stage, the conflict may be resolved: Both
sides may better understand the position of the other,
and a mutually satisfactory solution may be clear to
all.
However you may also have uncovered real
differences between your positions. This is where a
technique like win-win negotiation can be useful to
find a solution that, at least to some extent, satisfies
everyone.
There are three guiding principles here: Be Calm,
Be Patient, Have Respect
54. Assure Privacy.
Empathize and than Sympathize.
Listen Actively.
Maintain equity.
Avoid Blame.
Focus on issue not on Personality.
Encourage Feedback.
Identify Alternate solutions.
Give Your Positive Feedback.
Agree On Action Plan.
55. NIP AT THE BUD…
Allow your team to EXPRESS openly.
Frequent meeting of your TEAM.
Share Objectives.
Having a clear and transparent job
description.
Distribute the task equally and fairly.
NEVER CRITICISE TEAM MEMBERS
PUBLICLY.
58. Conflict is Human Nature and since society,
organizations and associations involves
more than one individual, conflict is bound to
happen and in most cases subconsciously
individuals adjust, tune, and adapt to
accommodate other’s point of view to reduce
the conflict. This is Conflict Management
which is a integral process and takes place
without even us knowing about it.
59. CONFLICT THEREFORE IS UNAVOIDABLE
Dependence of Workforce on One Another.
Interaction Among The Workforce.
Complexity of organizational Relationship.
60. Poorly Managed Conflict:
Unfavorable with counter productive
Results
Problems and Negative Attitude.
Professionally managed conflict
Identify legitimate differences.
Stimulates Competition.
Motivates the workforce.