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Conflict Mangment At Field 1


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Conflict Mangment At Field 1

  1. 1. Conflict Resolution at Office & Field Level
  2. 2. Conflict <ul><li>Conflict is a state of tension arising b/w two or more individual or groups because they desire outcomes, which are mutually incompatible. </li></ul><ul><li>Conflict is the reciprocal exchange of harm behavior between parties. </li></ul><ul><li>Conflict is a seeming incompatibility of action, goals and ideas </li></ul>
  3. 3. Conflict at Field Level Field Unit Incharge FC/J/SO/FE/Acct CO CO RPs/RO Outsiders
  4. 4. <ul><li>Conflict at Office level </li></ul><ul><li>a. Conflict at diferent levels of office </li></ul><ul><li>b. Conflict with in team </li></ul><ul><li>Conflict at Field level </li></ul><ul><li>i. Conflict with COs </li></ul><ul><li>ii. Conflict with in COs </li></ul><ul><li>iii. Conflict among one or more COs </li></ul><ul><li>iv. Conflict with unorganized community </li></ul>Conflict at Office and Field Level
  5. 5. <ul><li>Conflict at Office level </li></ul><ul><li>Wherever choices exist there is potential for disagreement. When, disagreement is poorly dealt with, the outcome can be contention. Contention creates a sense of psychological distance between people, such as feelings of dislike, competition, alienation and disregard </li></ul>Conflict at Office and Field Level
  6. 6. <ul><li>Our 1 st enemy is our desire to explain our point of view first </li></ul><ul><li>Our 2nd enemy is our ineffectiveness as listeners </li></ul><ul><li>Our 3rd enemy is fear. Fear that we will not get our way. Fear of losing something, Fear of truth…that may be wrong </li></ul><ul><li>Our 4 th enemy is the assumption that one of us has to lose if the other is going to win </li></ul>Conflict – Human Behavior
  7. 7. Paradigms of Human Interaction <ul><li>Win/Lose </li></ul><ul><li>Lose/Win </li></ul><ul><li>Lose/Lose </li></ul><ul><li>Win </li></ul><ul><li>Win/Win </li></ul>
  8. 8. Reasons of Conflict at Office level <ul><li>Communication Gap (Surprises, non-involvement in decision making, lack of trust) </li></ul><ul><li>Favoritism </li></ul><ul><li>Organizational Culture (lack of resources) </li></ul><ul><li>Difference of opinion </li></ul><ul><li>Personal Chemistry </li></ul><ul><li>Role Model (Leadership problem) </li></ul><ul><li>Level of person involved (i.e. training, experience etc) </li></ul>
  9. 9. <ul><li>Conflict in RO and FU level </li></ul><ul><li>i. Improve Communication (Verbal Written) </li></ul><ul><li>ii. Seek first to understand, then to be understood (Good Listener) </li></ul><ul><li>iii. Impartial & Fair role by Supervisor </li></ul><ul><li>iv. Role Model & regular follow up </li></ul><ul><li>v. Capacity building of new comers </li></ul>Ways of Conflict Resolution at Office level
  10. 10. <ul><li>Conflict with COs (SO Vs CO) </li></ul><ul><li>Communication Gap </li></ul><ul><li>Wrong Commitments </li></ul><ul><li>Non professional attitude </li></ul><ul><li>Favoritism or biasness </li></ul><ul><li>Dishonesty </li></ul>Conflict at Field Level
  11. 11. <ul><li>Conflict with in COs (Members Vs President/ Manager/ Members) </li></ul><ul><li>Hijacked COs/(CO Formation process is not properly followed) </li></ul><ul><li>Wrong Commitments </li></ul><ul><li>Favoritism or biasness </li></ul><ul><li>Dishonesty </li></ul>Conflict at Field Level
  12. 12. <ul><li>Conflict among COs (CO Vs CO) </li></ul><ul><li>Jealously/Rivalry </li></ul><ul><li>Competition </li></ul><ul><li>Personality clash </li></ul><ul><li>Immature dealing by SO </li></ul><ul><li>Dishonesty </li></ul>Conflict at Field Level
  13. 13. <ul><li>Conflict with other Offices </li></ul><ul><li>Banks </li></ul><ul><li>OFWM </li></ul><ul><li>Revenue Staff </li></ul>Conflict at Office and Field Level
  14. 14. How to R esolve C o n f l i ct ? <ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul>
  15. 15. How to R esolve C o n f l i ct ? <ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul>Discuss differences in values openly Continually stress on the importance of following policy & procedures Communicate honestly – avoid using negative practices Always provide correct data & information Develop sound management systems
  16. 16. How to R esolve C o n f l i ct ? <ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul><ul><li>. </li></ul>Meet conflict head on Set realistic goals Participatory planning involving all stakeholders. Be honest about concerns Agree to disagree - understand healthy disagreement would build better decisions Get individual ego out of management style Let your team create - people will support what they help create