Definition Of Conflict

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Conflict and Stress Management Training

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  • Definition Of Conflict

    1. 1. <ul><ul><li>“ Conflict and Stress Management ” </li></ul></ul><ul><ul><li>Training </li></ul></ul><ul><ul><li>SELAMAT DATANG </li></ul></ul>Kanaidi, S.E, M.Si [email_address]
    2. 2. Definition of CONFLICT Bandung, 22 - 23 Desember 2009 By : Kanaidi, SE., M.Si [email_address]
    3. 3. Conflict Defined <ul><li>The process in which one party perceives that its interests are being opposed or negatively affected by another party. </li></ul><ul><li>Conflict is a form of relating or interacting where we find ourselves (either as individuals or groups) under some sort of perceived threat to our personal or collective goals. </li></ul><ul><li>These goals are usually to do with our interpersonal wants. These perceived threats may be either real or imagined (Condliffe, 1991, p3). </li></ul>
    4. 4. What’s Mean of THE ICEBERG on CONFLICT ?
    5. 5. Definition of Conflict (1 of 3) A situation in which someone believes that his or her own needs have been denied.
    6. 6. <ul><li>“ The goal of organizational leadership is not to eliminate conflict, but to use it.” </li></ul><ul><li>“ Conflict is a predictable social phenomenon and should be channeled to useful purposes.” </li></ul>Definition of Conflict (2 of 3)
    7. 7. 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. Definition of Conflict (2 of 3)
    8. 8. <ul><li>Values: ideas and feelings about right and wrong (difficult to resolve) </li></ul>Components of Conflict
    9. 9. <ul><li>Interests: things that motivate eg. managers and workers have different interests </li></ul>Components of Conflict
    10. 10. <ul><li>Emotional: feelings that accompany human interactions eg. anger, fear, reject, and loss </li></ul>Components of Conflict
    11. 11. The Conflict Process <ul><li>Manifest </li></ul><ul><li>Conflict </li></ul><ul><li>Conflict style </li></ul><ul><li>Decisions </li></ul><ul><li>Over behaviors </li></ul><ul><li>Conflict </li></ul><ul><li>Outcomes </li></ul><ul><li>Positive : </li></ul><ul><li>Decisions </li></ul><ul><li>Cohesiveness </li></ul><ul><li>etc </li></ul><ul><li>Negative : </li></ul><ul><li>Turn over </li></ul><ul><li>Politics </li></ul><ul><li>Stress </li></ul><ul><li>etc </li></ul><ul><li>Sources of </li></ul><ul><li>Conflict </li></ul><ul><li>Goals </li></ul><ul><li>Values </li></ul><ul><li>Tasks </li></ul><ul><li>Resources </li></ul><ul><li>Rules </li></ul><ul><li>Communication </li></ul>Dilihat dari sifatnya , konflik dapat dikelompokkan menjadi konflik negatif dan konflik positif. Pacing Conflict Perceptions Conflict Emotions
    12. 12. Organizational Conflict Outcomes <ul><li>Dysfunctional outcomes </li></ul><ul><ul><li>Diverts energy and resources </li></ul></ul><ul><ul><li>Encourages organizational politics </li></ul></ul><ul><ul><li>Encourages stereotyping </li></ul></ul><ul><ul><li>Weakens knowledge management </li></ul></ul><ul><li>Potential benefits </li></ul><ul><ul><li>Improves decision making </li></ul></ul><ul><ul><li>Strengthens team dynamics </li></ul></ul>

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