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CONFLICT MANAGEMENT
WHAT IS A CONFLICT? Opposition arising from disagreements due to inconsistent objectives, thoughts, or emotions within or ...
TYPES OF CONFLICTS <ul><li>Goal conflict </li></ul><ul><li>Cognitive conflict </li></ul><ul><li>Affective conflict </li></ul>
VIEWS ON CONFLICTS <ul><li>Negative view </li></ul><ul><li>Positive view </li></ul><ul><li>Balanced view </li></ul>
CONFLICT MANAGEMENT STYLES <ul><li>Avoidance </li></ul><ul><li>Smoothing </li></ul><ul><li>Forcing </li></ul><ul><li>Compr...
CONFLICT MANAGEMENT STYLES Assertive Unassertive Uncooperative Cooperative Forcing Avoidance C ollaboration Smoothing Pers...
AVOIDANCE STYLE I don’t have enough time I don’t have enough facts Perhaps the best way is to proceed as you think best Cr...
SMOOTHING STYLE If it makes others happy, I wont challenge their views I don’t want to hurt the feelings of others We shou...
FORCING STYLE If you don’t like the way things are run get out If you cant learn to cooperate, I am sure others who will, ...
COMPROMISE STYLE I let other people win something, if they let me win something I try to find out a position between their...
COLLABORATIVE STYLE I try to get all view points & issues out in the open  Best alternatives must be arrived through analy...
BARRIERS TO ADOPT COLLABORATIVE STYLE <ul><li>Inadequate time </li></ul><ul><li>When a manager is expected to be autocrati...
CONCLUSION
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Conflict Management

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Conflict Management

  1. 1. CONFLICT MANAGEMENT
  2. 2. WHAT IS A CONFLICT? Opposition arising from disagreements due to inconsistent objectives, thoughts, or emotions within or among individuals, teams, departments or organizations.
  3. 3. TYPES OF CONFLICTS <ul><li>Goal conflict </li></ul><ul><li>Cognitive conflict </li></ul><ul><li>Affective conflict </li></ul>
  4. 4. VIEWS ON CONFLICTS <ul><li>Negative view </li></ul><ul><li>Positive view </li></ul><ul><li>Balanced view </li></ul>
  5. 5. CONFLICT MANAGEMENT STYLES <ul><li>Avoidance </li></ul><ul><li>Smoothing </li></ul><ul><li>Forcing </li></ul><ul><li>Compromise </li></ul><ul><li>collaborative </li></ul>
  6. 6. CONFLICT MANAGEMENT STYLES Assertive Unassertive Uncooperative Cooperative Forcing Avoidance C ollaboration Smoothing Person’s desire to satisfy own concerns Person’s desire to satisfy concerns of others Compromise
  7. 7. AVOIDANCE STYLE I don’t have enough time I don’t have enough facts Perhaps the best way is to proceed as you think best Criticism: The conflict is not solved <ul><li>Example situations where avoidance style is appropriate </li></ul><ul><li>Minor issues </li></ul><ul><li>Inadequate facts and power </li></ul><ul><li>Others can more effectively resolve the conflict </li></ul>
  8. 8. SMOOTHING STYLE If it makes others happy, I wont challenge their views I don’t want to hurt the feelings of others We should not risk our friendship, so let’s not worry too much about the problem, things will work out Criticism: It encourages individuals to cover-up or gloss over their feelings <ul><li>Example situations where smoothing style is appropriate </li></ul><ul><li>Emotional conflicts </li></ul><ul><li>Talented employees </li></ul>
  9. 9. FORCING STYLE If you don’t like the way things are run get out If you cant learn to cooperate, I am sure others who will, can be hired Criticism: The subordinates’ interests are ignored. The conflict is not analysed <ul><li>Example situations where forcing style is suitable </li></ul><ul><li>Inadequate time </li></ul><ul><li>Stopping people from taking advantage of him/her </li></ul>
  10. 10. COMPROMISE STYLE I let other people win something, if they let me win something I try to find out a position between theirs and mine Criticism: people may encourage compromise on stated issues rather than on real issues <ul><li>Example situations where compromise style is acceptable </li></ul><ul><li>It is not possible to achieve a win-win agreement </li></ul><ul><li>When conflicts block important agreements </li></ul>
  11. 11. COLLABORATIVE STYLE I try to get all view points & issues out in the open Best alternatives must be arrived through analysing Criticism: It is not suitable when win-win situation is not possible <ul><li>Example situations where this style is appropriate </li></ul><ul><li>The parties disagree over the best means to achieve the common goals </li></ul><ul><li>When there is a need for high-quality decisions </li></ul>
  12. 12. BARRIERS TO ADOPT COLLABORATIVE STYLE <ul><li>Inadequate time </li></ul><ul><li>When a manager is expected to be autocratic </li></ul>
  13. 13. CONCLUSION

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