Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
Workplace Conflict & Strategies for ManagementJharna Jagtiani
Conflict is a normal and natural part of any workplace. When it occurs, there is a tendency for morale to be lowered, an increase in absenteeism and decreased productivity. It has been estimated that managers spend at least 25 percent of their time resolving workplace conflicts – causing lowered office performance.
Conflict Management and conflict resolution techniquesHemanth M
Conflict is an inevitable and unavoidable part of our everyday professional and personal lives. This ppt concentrates on identifying and resolving the conflict in the organization.
Facts about conflict,Four Basic Elements of Conflict,Conflict Indicators,Resolving Conflict,Common ways of Dealing with Conflicts among others are highligthed.
Many leaders stay away from using the word conflict to describe tensions in their organizations. By failing to properly account for what is preventing the enterprise from producing, they contribute to the toxicity.
Understanding how to manage/resolve conflict is an essential skill required by managers/leaders today. Shying away from treating with its presence is likely to affect the organization in a negative way.
A one day seminar slides- free-Workplace conflict ManagementE J Sarma
If you like it please say so here and buy the e book and read my new new book on employee rewards-The invisible hand-how to reward employees without killing the motivation of others----- in amazon.in
Every one faces conflict in day to day life especially at workplace.
Here is complete training program to understand, strategize and face the conflict challenges,This seminar was given 8/10 excellent, rating by 85% of participants
Workplace Conflict & Strategies for ManagementJharna Jagtiani
Conflict is a normal and natural part of any workplace. When it occurs, there is a tendency for morale to be lowered, an increase in absenteeism and decreased productivity. It has been estimated that managers spend at least 25 percent of their time resolving workplace conflicts – causing lowered office performance.
Conflict Management and conflict resolution techniquesHemanth M
Conflict is an inevitable and unavoidable part of our everyday professional and personal lives. This ppt concentrates on identifying and resolving the conflict in the organization.
Facts about conflict,Four Basic Elements of Conflict,Conflict Indicators,Resolving Conflict,Common ways of Dealing with Conflicts among others are highligthed.
Many leaders stay away from using the word conflict to describe tensions in their organizations. By failing to properly account for what is preventing the enterprise from producing, they contribute to the toxicity.
Understanding how to manage/resolve conflict is an essential skill required by managers/leaders today. Shying away from treating with its presence is likely to affect the organization in a negative way.
A one day seminar slides- free-Workplace conflict ManagementE J Sarma
If you like it please say so here and buy the e book and read my new new book on employee rewards-The invisible hand-how to reward employees without killing the motivation of others----- in amazon.in
Every one faces conflict in day to day life especially at workplace.
Here is complete training program to understand, strategize and face the conflict challenges,This seminar was given 8/10 excellent, rating by 85% of participants
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
2. CONTENTS
Introduction
Views of conflict
Types of conflict
Source of conflict
Components of Conflict
Functional & dysfunctional
conflict
Ways to manage conflict
Conclusion
3. INTRODUCTION
CONFLICT
“AN ACTIVE DISAGREEMENT BETWEEN
PEOPLE WITH OPPOSING OPINIONS OR
PRINCIPLES”
CONFLICT MAMAGEMENT
“THE OPPORTUNITY TO IMPROVE
SITUATIONS AND STRENGTHEN
RELATIONSHIPS”
4. VIEWS OF CONFLICT
Traditional view : Conflict is
harmful and must be avoided.
Human Relations view : Conflict is
natural and inevitable outcome in
any group and need not to be
negative.
Interactionist View : It encourages
conflicts and take as innovative
and creative.
5. TYPES OF CONFLICTS
► Intra Conflict : Within an
individual.
► Inter Conflict : Between two
individuals.
► Intra-personal : Within a team
of individuals.
► Inter-personal : Between two
or more teams within an
organization.
6.
7. SOURCE OF CONFLICT
The aggressive or
competitive behaviour of
human beings
► Competition for limited
resources
Frustration
Clashes between values and
interest
10. GOOD CONSEQUENCES OF CONFLICT
Increased Creativity
It forces people to
clarify their views
It can produce
constructive social
change
11. Cont…
It gives people the
opportunity to test their
capacities
Development of group
and organization cohesion
12. BAD CONSEQUENCES OF CONFLICT
Violence
Break down of
relationship
►Polarization of
views into static
position
13. Cont…
A breakdown of
collaborative ventures
Destruction of
Communication
14. FUNCTIONAL & DYSFUNCTIONAL
CONFLICT
Functional conflict: works toward the
goals of an organization or group
Dysfunctional conflict: blocks an
organization or group from reaching its
goals
15. Functional Conflict
Mutually Beneficial
Increase information &
ideas
Encourages innovative
thinking
Unshackles different
points of view
Reduce Inactivity
16. Dysfunctional Conflict
► Tension, anxiety, stress
► Drives out low conflict
tolerant people
► Reduce trust
► Poor decision because of
withheld or distorted
► Reduce information
17. Ways to manage conflict
Strategies to Resolve Conflicts
Assume you do not have all the answers.
Ask questions to understand the other person(s).
Be prepared to compromise or make a deal.
Active listening
Really listen to what they are saying
Focus your attention on them
Use non-verbal cues (e.g. nodding the head)
Paraphrase what they have said,
to show that you have understood.
18. Empathy
Try to put yourself in
their shoes
Acknowledge their
feelings
Step alongside them, try
to see things from their
point of view
21. CONCLUSION
► Individuals should understand their own personal
triggers to better deal with conflict situations in the
workplace.
► Group members should think about other group
members early on to identify privately those
individuals and behaviors that may push their
buttons.
