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Conflict mgt


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Conflict mgt

  1. 1. Conflict Management Diksha Garg Roll no. 1213007 MBA 3rd sem
  2. 2. What is a Conflict? A Conflict is a situation in which someone believes that his or her own needs have been denied. A Conflict is a predictable social phenomenon and should be channeled to useful purposes. Conflict is an inevitable and unavoidable part of our everyday professional and personal lives
  3. 3. Definition of CONFLICT “ conflict has been defined as referring to all kinds of opposition or antagonistic interaction”- S.P. Robbins
  4. 4. Features of conflict  Dynamic process  Based on issues  Ineviatble factor of organisation  Caused by managerial errors  Resolution is must  A large number of forums  Need not be between two parties
  5. 5. Levels and Types of Conflict Level of conflict Type of conflict individual Group Organization Within and between individuals Within and between groups Within and between organizations
  6. 6. Levels of conflict Level of conflict Individual level Intra-personal Inter-personal Goal conflict Role conflict Group level Intra-group Inter-group Organisational level Intra-organisational Inter-organisational
  7. 7. Intra-personal conflict “it refers to that conflict which arises within an individual member of the organisations”. Inta-personal conflict Goal conflict Role conflict
  8. 8. Inter-personal conflict “it refers to that conflict which arises from differences of opinions regarding the choices made by two or more persons in the organisations”. Inter-personal Vertical conflict Horizontal conflict Diagonal conflict
  9. 9. Intra-group conflict “it refers to that conflict which arises when differences of opinions over an issue crop up between the group members” Inter-group conflict “it refers to that conflict which arises between various groups in the organisations
  10. 10. Intra-organisational conflict “it refers to that conflict which arises within an organisation on the basis of its structure”. Intra-organisational Functional conflict Hierarchial conflict Line-staff conflict
  11. 11. Inter-organisational conflict “it refers to that conflict which arises between various organisations,generally,by the way of competition”.
  12. 12. Sources of conflict  Shortage of resources  Difference of values  Informational factors  Unsuccessful communication  Difference in status  Faulty reward system
  13. 13. Process of conflict Latent conflict Perceived conflict Felt conflict Mainfest conflict Conflict resolution Conflict aftermath • If resolved satisfactorily •All is well • If supperessed
  14. 14. Aspects of conflict Functional conflict Dysfunctional conflict
  15. 15. Consequences of functional conflict  Acts as motivating factor  Acts as need satisfier  Provide creative and supportive ideas  Introducing variety  Create understandings
  16. 16. Consequences of dysfunctional conflict  Insubordination  Drop in productivity  Lack of direction  Lack of new ideas
  17. 17. Issues involved in conflicts Facts Goals Values Methods
  18. 18. Conflict management “it is the process of planning to avoid conflict where possible and organising to resolve conflict where it does happen, as rapidly and smoothly as possible”.
  19. 19. 5 ways to manage conflict 19  Avoidance  Competition (A)  Accommodation (B)  Compromise (C)  Collaboration (D)
  20. 20. 20 Conflict Continuum I win, you lose (competition—A) I lose or give in (accommodate—B) We both get something (compromise—C) We both “win”(collaborate—D) A B C D
  21. 21. 22 Competition  Plus  The winner is clear  Winners usually experience gains  Minus  Establishes the battleground for the next conflict  May cause worthy competitors to withdraw or leave the organization
  22. 22. 23 Accommodation  Plus  Curtails conflict situation  Enhances ego of the other  Minus  Sometimes establishes a precedence  Does not fully engage participants
  23. 23. 24 Compromise  Plus  Shows good will  Establishes friendship  Minus  No one gets what they want  May feel like a dead end
  24. 24. 25 Collaboration  Plus  Everyone “wins”  Creates good feelings  Minus  Hard to achieve since no one knows how  Often confusing since players can “win” something they didn’t know they wanted
  25. 25. 26 What This Means  Managing conflict means you need to develop several styles and decide which is valuable at any given point of conflict
  26. 26. Tips for Managing Workplace Conflict  Build good relationships before conflict occurs  Do not let small problems escalate; deal with them as they 27 arise  Respect differences  Listen to others’ perspectives on the conflict situation  Acknowledge feelings before focussing on facts  Focus on solving problems, not changing people  If you can’t resolve the problem, turn to someone who can help  Remember to adapt your style to the situation and persons involved
  27. 27. Thanks