Conflict managment12

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CONFLICT MANAGEMENT

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Conflict managment12

  1. 1. A PRESENTATION ONCONFLICT MANAGMENT<br />PRESENTED BY<br />SAPTAK DAS <br />SOMEN CHATTERJEE<br />
  2. 2. OBJECTIVES<br />What is conflict<br />Causes of conflict<br />Types of conflict<br />Different views on conflict<br />What is conflict management<br />Ways of managing conflict<br />Tips for handling conflict in an organization<br />
  3. 3. WHAT IS CONFLICT???<br /> A disagreement between people that may be<br /> the result of different:<br />– Ideas<br />– Perspectives<br />– Priorities<br />– Preferences<br />– Beliefs<br />– Values<br />– Goals<br />– Organisational structures<br />
  4. 4. CAUSES OF CONFLICT<br />Poor communication<br />Lack of openness<br />Failure to respond to employee needs<br />TYPES OF CONFLICT<br />Task Conflict<br />Relationship Conflict<br />Process Conflict<br />
  5. 5. Transitions in Conflict Thought<br />Human Relations View of Conflict<br />The belief that conflict is a natural and inevitable outcome in any group.<br /> Traditional View of Conflict<br />The belief that all conflict is harmful and must be avoided.<br />Interactionist View of Conflict<br />The belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively.<br />
  6. 6. Functional versus Dysfunctional Conflict<br />POSITIVE<br />Functional Conflict<br />Conflict that supports the goals of the group and improves its performance.<br />Dysfunctional Conflict<br />Conflict that hinders group performance<br />NEGATIVE<br />
  7. 7. WHAT IS CONFLICT MANAGEMENT??<br />
  8. 8. 5 ways to manage conflict<br />Avoidance<br />Competition/Forcing (A)<br />Accommodation (B)<br />Compromise (C)<br />Collaboration (D)<br />I win, you lose (competition—A)<br />I lose or give in (accommodate—B)<br />We both get something (compromise—C)<br />We both “win”(collaborate—D)<br />A B C D<br />
  9. 9.
  10. 10. Tips for Managing Workplace Conflict<br />Build good relationships before conflict occurs<br />Do not let small problems escalate; deal with them as they arise<br />Respect differences<br />Listen to others’ perspectives on the conflict situation<br />Acknowledge feelings before focussing on facts<br />Focus on solving problems, not changing people<br />If you can’t resolve the problem, turn to someone who can help<br />Remember to adapt your style to the situation and persons involved <br />

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