Conflict Management


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Conflict is 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.

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Conflict Management

  1. 1. CONCEPT OF CONFLICT • Conflict is having different meanings to different persons. Some say conflict is a disagreement between individuals/groups or may be viewed as a perception of disagreement in the individuals. • Thomas defined Conflict as “ Conflict is 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.” • As per Newstrom & Davis “Conflict is any situation which two or more parties feel themselves in opposition .It is an interpersonal process that arises from disagreements over the goals or the methods to accomplish those goals.”
  2. 2. On the basis of the definition we can derive various features: 1. Conflict arises because of incompatibility of two or more aspects of an element : it may be goals ,interests, methods of working or any other feature. 2. Conflicts occur when an individual is not able to choose among the available courses of action. 3. Conflict is a dynamic process as it indicates a series of events. 4. If no one is aware of conflict ,it is generally agreed that conflict does not exist even though there may be incompatibility in some respect.
  3. 3. CAUSES OF CONFLICT • • • • 1. Differing values can lead to conflicts. 2. Making assumptions can lead to conflicts. 3. Differing expectations can lead to conflict. 4. Differences in the way you were brought up can result in conflict. • 5. Knowledge and ability to deal with conflict can result in conflict.
  4. 4. Types of Conflicts • • • • • Relationship Conflicts Data Conflicts Interest Conflicts Structural Conflicts Value Conflicts
  6. 6. 1.LATENT CONFLICT 1. Each conflict begins with latent(hidden) conflict. 2. In this stage the conflict has not taken a shape, therefore it is not noticeable. 3. It may occur in subconscious mind.
  7. 7. 2.Perceived Conflict • Parties to the conflict may perceive about incompatibility of the past history of conflict , though sometimes this perception may be wrong. • This stage of conflict occurs due to misunderstanding of parties ,caused due to lack of communication.
  8. 8. 3.Felt Conflict • At this stage parties to the conflict feel that they have some conflict among themselves. • Felt conflict differs from perceived conflict . • For example inconsistency in demands from the organization and individual needs may create internalization of conflict situation.
  9. 9. 4.Manifest Conflict • This is the stage when two parties to the conflict show variety of conflicting behavior such as open aggression, withdrawal etc 5.Conflict Aftermath  At this stage attempts are made to resolve the conflict through conflict resolution mechanism.  If the conflict is resolved properly then a basis of cooperative behavior is parties. established between the
  10. 10. Positive and Negative aspects of Conflict • In general the opinion of common person about conflict is negative. The reason behind this is they have seen the conflicts between two groups in an organization. • There are three approaches for looking at consequences of conflicts – TRADITIONAL VIEW(-tv) – HUMAN RELATIONS VIEW (natural) – INTERACTIONIST VIEW (+tv) /Modern approach
  11. 11. TRADITIONAL VIEW HUMAN RELATIONS VIEW INTERACTIONIST VIEW Conflict in the Treats conflicts as Beliefs that organization is a natural conflict is not taken negatively. phenomenon only a positive force but also necessary for a group to perform effectively
  12. 12. CONFLICT RESOLUTION • Whenever Conflict arise ,these have to be resolved by some specific actions known as Conflict Resolutions Actions. Some major action of conflict resolution take place in the following ways: 1. Problem Solving 2. Avoidance 3. Smoothing 4. Compromise 5. Confrontation
  13. 13. 1. Problem Solving • It is the most positive technique because it emphasizes the attaining of the common interests of both conflicting parties. • Questions of who is right or wrong is usually avoided but sharing and communicating are required in order to find areas of common interest. • This technique is applied when conflict is based on misunderstanding.
  14. 14. 2. Avoidance • In this technique the parties in the conflict are suggested to withdraw or conceal the incompatibility. • This method is more correctly for avoiding conflicts rather than solving the actual conflicts.
  15. 15. 3.Smoothing • It is a process of playing down differences that exist between individuals or groups while emphasizing common interests. • Differences are suppressed and similarities are accentuated or highlighted in smoothing process. • This is also not a long term solution for the conflicts.
  16. 16. 4.Compromise • It is a well accepted technique for resolving conflicts. • There is neither a looser or a winner. • In this method the external or third party intervention is entertained. • A compromise achieve by third party intervention is called as MEDIATION and without the intervention of the external parties is called as BARGAINING. • This is an effective method to solve conflict between management and workers.
  17. 17. 5.Confrontation • If the parties takes a rigid stand then the methods discussed above may not bring resolution of conflict between parties. • In such case the parties are left to confrontation to settle the conflict themselves. • The parties concerned may settle their score by applying their strength against each other.