A conflict is a clash of interest. The basis of conflict may vary but, it is always a part of society Conflicts exist everywhere. we cannot resolve them completely but we can reduce them using different techniques.

3. Prepared by:
Samina Khan
Fazaia Degree College Risalpur

4. Contents
• What is conflict?
• Conflict management
• Why conflicts occur?
• Types of conflict
• How to reduce conflicts?
• Conclusion

5. What is conflict?
• A conflict is a clash of interest.
• The basis of conflict may vary but, it is
always a part of society.

6. Conflict management
• Conflict management is the process of
limiting the negative aspects of conflict
while increasing the positive aspects of
conflict.

7. Continued…
• The aim of conflict management is to
enhance learning and group outcomes,
including effectiveness or performance in
an organizational setting.
• Managing a conflict doesn’t have to be
difficult. As long as you have an idea about
the causes.

8. Why Conflicts occur?
1. Poor communication
2. Burnout, frustration and stress
3. Poor employee selection
4. Lack of preparation and planning
5. Increase in the amount of work

9. 1. Poor communication
• If a person doesn’t understand the message
that you want to convey it may possibly
affect the whole situation.
• To prevent this from happening, you need
to pay attention to how you send, as well
as receive messages.

10. Continued…
• Make sure that decisions are well implemented.
• Make sure everyone understands their role in an
assignment.
• Listen to everyone in the organization so you
understand the root of their problem.
•

11. 2. Burnout, frustration & stress
• If a person doesn’t understand the message
that you want to convey it may possibly
affect the whole situation.
• To prevent this from happening, you need
to pay attention to how you send, as well
as receive messages.

12. 3. Poor employee selection
• Poor selection of employees may result in
ill-feeling or conflict.
• Employee conflict issues cannot be avoided
entirely, you can actually minimize them by
means of a good employee selection process.

13. 4. Lack of preparation and planning
• Lack of preparation and planning means that
a certain organization moves from one crisis
to another.
• In the actual fact, this lack of direction and
even a sense of disorganization can create
various issues like misunderstandings and
it’s very stressful.
• Preparation is the key no matter what you are
planning to do.

14. 5. Increase in the amount of work
• Conflict in the workplace usually occurs when
the amount of work being delegated increases
without prior notice since some people think
they’re being pushed too much.
• when distributing workload make sure to do it
fairly.
• Don’t give your employee a task which you
think he/she can’t handle better yet, train
him/her first before delegating the task.

16. Types of conflict
• Man vs Self (Internal Conflict)
• Man vs Man (External Conflict)
• Man vs Nature (External Conflict)
• Man vs Society (External Conflict)

17. Man vs Self (Internal Conflict)
• A conflict within a single character.
• With "man against self" conflict, the
struggle is internal.
• This is a conflict that is usually
associated with an external conflict.
• A character must overcome his own
nature or make a choice between two
or more paths - good and evil; logic
and emotion.

18. Man vs Man (External Conflict)
• A situation in which two characters have
opposing desires or interests.
• Example: two girls fighting for the same
role in a school play.

19. Man vs Nature (External Conflict)
• In this type of conflict, a character is
tormented by natural forces such as storms or
animals.

20. Man vs Society (External Conflict)
• In this type of conflict, a
character must take on
society itself, and not a
single person.
• The character stands at
odds with societal norms
and realizes the necessity
to work against these
norms.

21. How to reduce conflicts?
• Conflict, like death and taxes, is inevitable.
• Conflict does not have to negatively
impact our lives.
• In fact, many organizational conflicts can
be prevented, or at least minimized, if we
take these steps.

22. 1. Provide conflict resolution
training.
• You can reduce the negative impact of
conflict by helping employees develop the
skills they need to successfully resolve the
conflicts that occur in their lives.
• This gives people more confidence in their
ability to resolve both personal and
professional conflict.

23. 2. Provide communication
skills training
• By providing communication skills
training, employees can increase their
ability to communicate effectively with a
diverse range of individuals, and manage
the communication problems that are often
at the heart of organizational conflict.

24. 3. Implement team building
activities.
• We can significantly improve team
relationships and performance through the
team development process.
• Such activities provide an opportunity for
team members to get more comfortable
with each other, to identify acceptable
behaviors and modes of interaction, and to
determine how team problems and
conflicts will be resolved.

25. 4. Create an environment that
encourages participation
• This can be done through formal employee
involvement programs such as self-
directed work teams, and suggestion
systems that ask for employee input and
reward people for their participation.

26. 5. Treat everyone fairly
• This may seem obvious, but many
managers are accused of preferential
treatment, and it is incumbent upon
organizational leaders to make sure they
are behaving in an egalitarian fashion.
• Even the appearance of preferential
behavior can create conflict situations.

27. Conclusion
• The important thing is not only the
conflict, but also the way we react to it,
our involvement in these processes.
• The attitudes and the
behaviors we adopt can increase the
chances of reconcilement.

28. • Human conflict arises when one or more of
our most basic physical or psychological
needs are unheard, unmet, violated or
perceived to be violated in some way; it is
resolved when the person either accepts the
‘violation’, or the ‘violation’ is recognised
and corrected in an acceptable way.
Conclusion

29. References
• Qi Wang, Associate Professor of Communication, Villanova University, PA,
USA LEADERSHIP CENTER GMBH
• Tyrone Holmes, Ed.D, CPTFollow, A Professional Speaker