Tr conflict management_13012011

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How to deal with Conflict Management in any Organization

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  • Some people think that "my way is the right way." Even those who are not so rigid often secretly harbor the belief that they have learned the most efficient and effective ways to do things, and that others should really listen to them. The fact is, there are many right ways to get to a desired outcome
  • In today's environment where people are being asked to do more with less, there is often conflict over people, budgets, tools of technology, and even supplies. When the resources are limited, conflict is often a by-product
  • Various people in the workplace are responsible for accomplishing their job tasks, and they are often on different timetables than those around them. Often people mistakenly think that others should share their priorities.
  • People have different personality and social styles, all of which are important for effective teamwork. However, even good intentions often cannot prevent the misunderstandings that can occur between people who think differently, approach tasks differently, and communicate differently
  • The underlying need for control and power is at the root of many conflicts in the workplace. Who will have what information? Whose work area is the most spacious or prestigious? Whose opinion counts most in the final solution? These are fertile fields for conflict.
  • Tr conflict management_13012011

    1. 1. Conflict Management<br />C. Krishna Chaitanya<br />Hyderabad<br />
    2. 2. A Challenge<br />Please write a One Sentence Definition of<br />C O N F L I C T.<br />And write any conflict that you have faced and can never forget.<br />
    3. 3. Definition of Conflict<br />A situation in which someonebelieves that his or her own needs have been denied.<br />
    4. 4. What Do You Think?<br />When you hear the word . . .<br />CONFLICT<br />What do you think and what images come to you . . .<br />
    5. 5. General causes of conflicts<br /><ul><li>Poorly defined goals
    6. 6. Lack of cooperation/trust
    7. 7. Unclear roles/lack of job description
    8. 8. Communication failure
    9. 9. Personality conflict </li></li></ul><li>Some common Areas of Conflict <br />
    10. 10. 1. Preferred methods<br />. <br /><ul><li>The attitude like “My way is the right way”</li></li></ul><li>2. Sharing of resources<br />. <br /><ul><li>When the resources are limited, conflict is often a by-product</li></li></ul><li>3. Priorities<br /> <br /><ul><li> Often people mistakenly think that others should share their priorities. </li></li></ul><li>4. Personality style differences<br />People have different personality and social styles, all of which are important for effective teamwork. <br />
    11. 11. 5. Power struggles<br /> <br />The underlying need for control and power is at the root of many conflicts in the workplace<br />
    12. 12. Effects of conflict in organizations<br /><ul><li>Stress
    13. 13. Absenteeism
    14. 14. Staff turnover
    15. 15. De-motivation
    16. 16. Non-productivity</li></li></ul><li>Conflict management<br />Conflict management is the practice of identifying and handling conflict in a sensible, fair and efficient manner.<br />
    17. 17. Methods of Deal with Confliction<br />
    18. 18. Methods to deal with conflicts<br /><ul><li>Competition (win-lose situation)
    19. 19. Accommodation (win-win situation)
    20. 20. Avoidance (lose-lose situation)
    21. 21. Compromise (lose-lose situation)
    22. 22. Collaboration (win-win situation)</li></li></ul><li>Conflict Table<br />I win<br />I lose<br />You win<br />You lose<br />
    23. 23. How to prevent conflicts<br /><ul><li>Frequent meeting of your team
    24. 24. Allow your team to express openly
    25. 25. Sharing objectives
    26. 26. Having a clear and detailed job description
    27. 27. Distributing task fairly
    28. 28. Never criticize team members publicly
    29. 29. Always be fair and just with your team
    30. 30. Being a role model</li></li></ul><li>KEY COMPONENTS IN RESOLVING CONFLICT<br /><ul><li>GREAT LISTENING SKILLS
    31. 31. FLEXIBILITY
    32. 32. WILLINGNESS TO CHANGE
    33. 33. AGREE TO DISAGREE</li></li></ul><li>Conclusion<br />Conflict is unavoidable<br /><ul><li>Interaction among workers
    34. 34. Dependence of workers on one another
    35. 35. Complexity of organizational relationship
    36. 36. Conflict is a healthy sign not a negative process
    37. 37. It reflects dynamics</li>

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