The document discusses conflict management and resolution strategies. It defines conflict as a disagreement over goals and means to achieve them. There are three types of conflict: intrapersonal, interpersonal, and intergroup. Causes of conflict include personality differences, role conflicts, criticism, and scarce resources. Both positive and negative effects of conflict are discussed. Conflict resolution strategies include avoiding, accommodating, compromising, competing, and collaborating. Collaborating is presented as the most integrating solution when both parties' concerns are too important to compromise.

2. Meaning
Definition
Types
Causes
Effects
Conflict management
Resolution Strategies

3.  Conflict refers to disagreement over goals &
means to be adopted to attain them.
 According to Austin David – It is a
disagreement between two or more
individuals or groups, with each individual or
group trying to gain acceptance of its view or
objectives over others.

4.  Intra personal
 Inter personal
 Inter group

5.  The conflict that takes place within an
individual. It is the incompatibility between
needs of individuals & goals of organization.
 Example, absence of role clarity.

7.  If 2 individuals get into conflict over an
issue.
 It is the incompatibility between two
individuals.
 Example, difference in perception & gap in
communication.

9.  The conflict that takes place in between
groups.
 Example, differences in views or
competition for scarce resources.

11.  Joint decision-making – It involves contrasting
considerations. Joint decisions may have to be taken in
case of allocation of resources, determination of authority
& responsibility etc.
 Disparity between aspiration & achievement – Individual
aspirations & efforts may not match up to organization’s
targets or expectations.
 Uncertainty & scarcity – The recent experience of global
recession has created a situation of insecurity.
 Miscommunication – Ambiguous communication, too little
or too much communication, inadequate information etc.
create conflict.

12.  Personality differences – Personal values, beliefs, nature,
habits, attitude etc. may create differences among
people. For example enthusiastic person may not be
compatible with a silent, reserved personality of his
colleague.
 Poor team work – In teams sometimes we can find work-
avoiders who don’t contribute at the expected level, but
are ready to share the credit.
 Role conflict – An individual usually performs a variety of
roles, & different roles carry conflicting demands &
expectations.
 Criticism – During PFM Appraisal, employees usually find it
difficult to digest criticism. It hurts a lot & may create
revengeful feeling.

13.  Major stimulant for change
 Fosters creativity & innovation
 Increases cohesion & loyalty internally.
 Provides opportunity to learn & develop.

14.  Prevents stagnation.
 Promotes competition.
 Fosters organizational development.
 Acts as a test of capabilities of the people by
providing a challenge to them.

15.  It can lead to undesirable stress & tension.
 Blockage in communication.
 Lack of cooperation & honesty.
 Creates hostility & suspicion.

16.  Reduces organizational effectiveness.
 Hampers individual & organizational PFM.
 Adverse impact on mental or physical health.
 Develops frustration.

17.  Diagnosing the issue
 Open communication
 Explaining logic
 Research for fact
 Objective oriented
 Open-minded approach
 Understanding legal & ethical steps

18.  Avoiding
 Accommodating
 Compromising
 Competing
 Collaborating

19.  It is the easiest strategy which focuses on
ignoring the issue.
 With the passing of time period things may
just turn normal.
 There is the low concern for both own group
& other group.

21.  In order to maintain the good relationship
one party is willing to sacrifice self goal &
interest.
 Respects interest of other party.

23.  This is used when both the parties are ready
to go backward on their stance.
 They put a foot forward in the interest of
others.

25. When concern for one’s own group is high &
other group is low, it is used.

27.  It is an integrating solution when both
parties' concerns are too important to be
compromised.
 It is more than compromising.