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Conflict management ppt


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Conflict management ppt

  1. 1. Asif Abbasi & Waqar Ahmed9/27/2013
  2. 2. CONFLICT MANAGEMENT Presented by… ASIF ABBASI WAQAR AHMED Asif Abbasi & Waqar Ahmed9/27/2013
  3. 3. What is Conflict and How it Generate  Conflict occurs when one party decides that the way things are is not okay and seeks change, but that change is not agreed to by the other party It only takes one party to initiate a conflict.  "Conflict occurs when people perceive their values, needs and/or identity are challenged, threatened or undermined." – Cinnie Noble, founder of Noble Solutions Asif Abbasi & Waqar Ahmed9/27/2013
  4. 4. Conflict Situation Base  Conflict is always based on situations.  E.G Clouds & Raining  Source Self estimation Asif Abbasi & Waqar Ahmed9/27/2013
  5. 5. Definitions  Conflict is a disagreement between two or more parties, such as individuals, groups, organizations or countries, who perceive that they have incompatible concerns. "Kavita singh―  Source Book Asif Abbasi & Waqar Ahmed9/27/2013
  6. 6. Model “Kavita singh” self estimated • Two/More Parties Perceived • Incompatible concerns Disagreement • Outcomes Conflict Asif Abbasi & Waqar Ahmed9/27/2013
  7. 7. DEFINATION  Robbins Stephen P. Conflict is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. Asif Abbasi & Waqar Ahmed9/27/2013
  8. 8. Why Does Conflict Occur.......??????  Expectation  Different Knowledge  Fear  Attachment  Poor Communication  Different Paradigm  Stress  Misunderstanding  Perceived oppression Asif Abbasi & Waqar Ahmed9/27/2013
  9. 9. Views about Conflict  "If you want to make quantum improvements, either as an individual or as an organization, change your frame of reference. Change how you see the world...change your paradigm, your scheme for understanding and explaining certain aspects of reality." ―Steven Covey‖ Asif Abbasi & Waqar Ahmed9/27/2013
  10. 10. Different Views about Conflict  Traditional View (until 1940’s) Conflict is Bad  Human Relation Views (1940s though the mid 1970s) Its going to happen, so cope with it  Integrationist Views (later on 1970’s) The integrationist approach encourages conflict and take as innovative and creative. Asif Abbasi & Waqar Ahmed9/27/2013
  11. 11. Culture views about Conflict Asif Abbasi & Waqar Ahmed9/27/2013
  12. 12. Conflict: Constructive v/s Destructive  Result in Issue Clarification  High Quality Idea’s  Develop Relationship  Promotes Inequality  Poor Results  Create complex city in Processes Asif Abbasi & Waqar Ahmed9/27/2013
  13. 13. How Conflict Effect Business Conflict Between  Job Satisfaction  Turnover  Cost  Job performance  Absentees Asif Abbasi & Waqar Ahmed9/27/2013
  14. 14. Conflict life cycle Asif Abbasi & Waqar Ahmed9/27/2013
  15. 15. Stages of Conflict Latent Conflict Perceived Conflict Felt Conflict Manifest Conflict Conflict Outcomes Asif Abbasi & Waqar Ahmed9/27/2013
  16. 16. Types of conflict  Intrapersonal Conflict  Role-Related Intrapersonal Conflict 1. inter role conflict 2. intra role conflict 3. personal-role conflict  Goal-Related Conflict  Interpersonal Conflict  Inter-Group Conflict  Intra-Group Conflict  Inter Organizational Conflict Asif Abbasi & Waqar Ahmed9/27/2013
  17. 17. Sources of Conflict  scarcity of resources  Specialization  interdependence (I)reciprocal interdependence (ii) sequential interdependence (iii) pooled interdependence  incompatible goals Asif Abbasi & Waqar Ahmed9/27/2013
  18. 18. Conflict process The conflict process consists of five stages as shown in figure.  1. Potential opposition or incompatibility.  2. Cognition and personalization.  3. Intentions.  4. Behaviour.  5. Outcomes. Asif Abbasi & Waqar Ahmed9/27/2013
  19. 19. STAGE 1 STAGE 2  Communication  Communications Barriers  Structure  Lack of cooperation  Different Goals  Personal variables  Personality type  Individual values  Perceived Conflict  Emotional differences  Awareness conflict b/w parties  Felt Conflict  Emotional involvement  Personalizing the conflict Asif Abbasi & Waqar Ahmed9/27/2013
  20. 20. STAGE 3 Conflict Handling Situations  Avoiding Style  Forcing/Dominating style  Accommodating style  Collaborating style  Compromising style Asif Abbasi & Waqar Ahmed9/27/2013
  21. 21. STAGE 4  Behavior actions and reactions  Conflict Management personalizing conflict Asif Abbasi & Waqar Ahmed9/27/2013
  22. 22. STAGE 5  (+)(-) Functional outcomes/Performance  (+)(-) Creativity  (+)(-) Innovation  (+)(-) Encouraging interest group member Asif Abbasi & Waqar Ahmed9/27/2013
  23. 23. Models of Conflict Handling Model 1:Thomas kilmans  Assertiveness line shows your own needs  Cooperative line shows other side's needs.  Competing - need to satisfy own needs high, need to satisfy other's needs low;  Accommodating - need to satisfy own needs low, need to satisfy other's needs high;  Avoiding - need to satisfy own needs low, need to satisfy other's needs low;  Compromising - need to satisfy own needs about 50%, need to satisfy other's needs about 50%. This is the split the difference approach.  Collaborating - need to satisfy own needs high, need to satisfy other's needs high. Asif Abbasi & Waqar Ahmed9/27/2013
  24. 24. Model2: Dual Concern Model Asif Abbasi & Waqar Ahmed9/27/2013
  25. 25. Model 3: Jhori window Model  Open in the information that we know about ourselves and that also is obvious to others. For example, Gender, male-female  Hidden represents personal information that is known only to us: our life experiences, our thoughts, feeling, dreams  Blind refers to information that others know about us, but that we don’t know about ourselves.  Unknown refers to personal information that is known to no one—not even ourselves Asif Abbasi & Waqar Ahmed9/27/2013
  26. 26. Islam Define conflict  Quran " ―And if two factions among the believers should fight, then make settlement between the two. But if one of them oppresses the other, then fight against the one that oppresses until it returns to the ordinance of Allah. And if it returns, then make settlement between them in justice and act justly. Indeed, Allah loves those who act justly." Asif Abbasi & Waqar Ahmed9/27/2013
  27. 27. Hadees  It is reported that ―the Prophet ordered two disputing parties must sit before a judge‖ (―Life as a,‖ n.d.)  They highlight the agreement in three basic principles: (a) justice, (b) equality, and (c) freedom. Asif Abbasi & Waqar Ahmed9/27/2013
  28. 28. Matthews (2005)  ―Islamic intervention in conflict is guided by the goals of restoring Islam’s original messages of justice, equality, and freedom, especially those who have been disempowered‖ A Community-Based Development of an Islamic Approach to Conflict Resolution source conflict-resolution-approach-proposal/ Asif Abbasi & Waqar Ahmed9/27/2013
  29. 29. Resolution of conflict  Conflict Mediation A mediator/facilitator helps the people involve to find the solution Asif Abbasi & Waqar Ahmed9/27/2013
  30. 30. Conflict Management Techniques Asif Abbasi & Waqar Ahmed9/27/2013
  31. 31. Example  Conflict can be resolve through  Good communication  Collaboration  Compromising Asif Abbasi & Waqar Ahmed9/27/2013
  32. 32. RESOLUTION WITH EFFICEINCY EXAMPLE THE ORANGE  Two little girls were arguing over an orange, "Give it to me, I want this orange, it's mine" shouted the first girl. "And I want this orange too, I need it right now," cried the other girl. The teacher came in and listened to the requirement of each of the girls. Both wanted the same thing. The teacher takes a knife and cut the orange in two halves. She gives each little girl one half.  The first girl peels her half, throws away the skin, and eats the inside.  The second girl also peels her half of the orange, but throws away the inside, and puts the skin aside to dry. She wanted to make some cookies out of the orange. Asif Abbasi & Waqar Ahmed9/27/2013
  33. 33. AnY QuesTioN…..??? Asif Abbasi & Waqar Ahmed9/27/2013