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Conflict management


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Conflict management

  1. 1. A PRESENTATION ON CONFLICT MANAGEMENT Presented by :-Present for :-Ms. Neha Rathi Mehul Rasadiya(K.K.Parekh Inst. of Mgt. Studies- Amreli)
  2. 2. WHAT IS CONFLICT? Conflict is any situation in 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 Newstrom and Davis
  3. 3. CAUSES OF CONFLICT 1. Security 2. Inability to control self and others 3. Respect between parties 4. Limited resources 5. Frustrations
  4. 4. TYPES OF CONFLICT Internal Conflict Which is a disturbance that rages within a single individual. Interpersonal Conflict Which is a disturbance that exists between two or more individuals or groups.
  5. 5. CONT………… Intrasender Conflict Originate in the sender who gives conflicting instructions. Intersender Conflict Arises when a person receives conflicting message from one or more sources. Interrole Conflict Occurs when a person belongs to more than one group.
  6. 6. CONT……….. Person- role Result of a discrepancies between internal and external role. Interperson Between people whose position require interaction with other persons who fill various roles in the same Organization or other Organization.
  7. 7. CONT…………. Intragroup Occurs when a group faces new problem ,when new values are imposed on the group from outside. Intergroup when two groups have different goals and can only achieve their goals at the other’s expense.
  8. 8. CONT………. Role Ambiguity Condition where an individual do not know what is expected of them. Role Overload individuals cannot meet the expectations placed on them.
  9. 9. STAGES OF CONFLICT 1. Latent Conflict It exist whenever individual, groups, organization, or nations have differences that bother one or the other but those difference are not great enough to causes one side to act to alter the situation. 2. Perceived Conflict indicates cognitive awareness of stressful situation
  10. 10. CONT……….. 3. Felt Conflict Presence of affective states such as stress, tensions, anxiety, anger, hostility. Organization. Groups, or individuals become more internally cohesive. 4. Manifest Conflict At this stage the conflicting parties are actively engaging in conflict behavior .
  12. 12. COLLABORATING Cooperating with the other party to understand theirconcerns and expressing your own concerns in an effort tofind a mutually and completely satisfactory solution.Fundamental premise :: Teamwork and cooperation helpeveryone achieve goals while also maintainingrelationships.Strategic philosophy :: The process of working throughdifferences will lead to creative solution that will satisfyboth parties concerns.
  13. 13. WHEN TO USE COLLABORATING When there is a high level of trust. When you don’t want to have full responsibility. When you want others to also have ownership of solution. When you need to work through animosity and hard feelings.
  14. 14. DRAWBACKS OF COLLABORATING The process takes lots of time and energy. Some may take advantage of other people’s trust and openness.
  15. 15. COMPROMISING Attempting to resolve a conflict by identifying a solutionthat is partially satisfactory to both parties, butcompletely satisfactory to neither.Fundamental premise :: winning something while losing a little .Strategic philosophy :: Both ends are placed against the middlein an attempt to serve the common good while ensuringeach person can maintain something of their originalposition .
  16. 16. WHEN TO USE COMPROMISING When people of equal status are equally committed to goal. When goal are moderately important. When time can be saved by reaching intermediate settlements on individual parts of complex issues.
  17. 17. DRAWBACKS OF COMPROMISING May not work if initial demands are too great. Important values and long-term objective can be derailed in the process.
  18. 18. ACCOMMODATINGAllowing the other party to satisfy their concern whileneglecting your own.Strategic philosophy Appease others by downplaying ::conflict, thus protecting the relationship.
  19. 19. WHEN TO USE ACCOMMODATING When you realize you are wrong. When you know you can’t win. When you are willing to let others learn by mistake . When it is not right time and you would prefer to simply built credit for the future.
  20. 20. DRAWBACKS OF ACCOMMODATING One’s own ideas don’t get attention. Credibility and influence can be lost.
  21. 21. COMPETINGUsing formal authority or other power that you possesssatisfy your concern without regard to the concerns of theparty that you are in conflict with. When goals are extremely importantStrategic philosophy ::, one must sometimes use power to win.
  22. 22. WHEN TO USE COMPETING When you know you are right. When time is short and quick decision is needed. When you need to stand up for your right.
  23. 23. DRAWBACKS OF COMPETING Can escalate conflict. Loser may retaliate.
  24. 24. AVOIDINGNot paying attention to the conflict and not taking anyaction to resolve it.Strategic philosophy Avoids conflict by withdrawing ::, sidestepping, or postponing.
  25. 25. WHEN TO USE AVOIDING When the conflict is small and relationships are at stake. When more important issues are pressing. When you have no power. When you are too emotionally involved and others around you can solve the conflict more successfully. When more information is needed.
  26. 26. DRAWBACKS OF AVOIDING Important decision may be made by default. Postponing may make matters worse.
  27. 27. Stages of Conflict Resolution Define conflict Examine possible solution Test solutionOut Accept Evaluate Reject Solution Solution Solution