Conflict

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Conflict

  1. 1. Conflict
  2. 2. What Do You Think?  When you hear the word . . . CONFLICT  What do you think and what images come to you . . . Page 2
  3. 3. Introduction  Definition – Opposition – Incompatible behavior – opposed interaction – Block another party from reaching her or his goals
  4. 4. Introduction  Key elements – Interdependence with another party – Perception of incompatible goals  Conflict events – Disagreements – Debates – Disputes – Preventing someone from reaching valued goals
  5. 5. Introduction  Conflict is not always bad for an organization  Do not need to reduce all conflict  An inevitable part of organization life  Needed for growth and survival  Conflict management includes increasing and decreasing conflict  Major management responsibility
  6. 6. Definition  A situation in which someone believes that his or her own needs have been denied.  “Conflict is a predictable social phenomenon and should be channeled to useful purposes.” Page 6
  7. 7. Symptoms Of Conflict  Tensions.  No desire to communicate.  Work not done properly.  Disastrous meetings.  Anger occurs quickly and easily. Page 7
  8. 8. Symptoms Of Conflict  Failing productivity.  Slipping morale.  Absenteeism.  Accidents.  Escalating costs.  Shouting.  Bad times. Page 8
  9. 9. Levels and Typesof Conflict Level of conflict Type of conflict Organization Within and between organizations Group Within and between groups Individual Within and between individuals
  10. 10. Levels and Typesof Conflict  Intraorganization conflict – Conflict that occurs within an organization – At interfaces of organization functions – Can occur along the vertical and horizontal dimensions of the organization • Vertical conflict: between managers and subordinates • Horizontal conflict: between departments and work groups
  11. 11. Levels and Typesof Conflict  Intragroup conflict – Conflict among members of a group – Early stages of group development – Ways of doing tasks or reaching groups goals  Intergroup conflict: between two or more groups
  12. 12. Levels and Typesof Conflict  Interpersonal conflict – Between two or more people – Differences in views about what should be done – Efforts to get more resources – Differences in orientation to work and time in different parts of an organization
  13. 13. Levels and Typesof Conflict  Intrapersonal conflict – Occurs within an individual • Threat to a person’s values • Feeling of unfair treatment • Multiple and contradictory sources of socialization • Related to the Theory of Cognitive Dissonance
  14. 14. Levels and Typesof Conflict  Interorganization conflict – Between two or more organizations – Not competition – Examples: suppliers and distributors, especially with the close links now possible
  15. 15. Toward Conflict Management  Conflict management is defined as “the opportunity to improve situations and strengthen relationships” . –proactive conflict management –collaborative conflict management
  16. 16. Conflict HandlingBehaviours High Competing Collaborating Compromising Avoiding Accommodating Low Low Cooperation High 045
  17. 17. Toward Conflict Management  Blake and Mouton’s Conflict Grid
  18. 18. Toward Conflict Management  Blake and Mouton (1970) proposed a grid that shows various conflict approaches. – The 1,1 style is the hands-off approach, also called avoidance. – The 1,9 position, also called accommodation, is excessively person- oriented.
  19. 19. Toward Conflict Management – The 5,5 position represents a willingness to compromise. – The 9,1 is the bullheaded approach, also called competing. – The optimum style for reducing conflict is the 9,9 approach, also called collaboration.
  20. 20. AvoidingPhysical of mental withdrawalLow concern for either partiesLose-Lose situation
  21. 21. 2. Smoothing/AccomodatingAccommodating the other parties interestLose-win situation
  22. 22. 3.Forcing/competing:Using powerSkills, tacticsTo achieve, dominationAggressionWin-lose situation
  23. 23. 4.compromising:Search for middle groupWilling to give up somethingIn exchange for gainModerate degree of concernNo clear outcome
  24. 24. 5. Collaboration:Facing the conflict directlyMutual satisfactionProblem solvingWin-Win out come

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