The art and the practice of being able to identify and handle conflicts sensibly, fairly, and efficiently at your Work place or Business.

1. Conflict Management

2. What is Conflict ?
YABEEJAN, Business Coach | Keynote Speaker

3. Definition
A Conflict is what you get when two or more people
have differences, real or perceived, that are not
resolved.

4. Is Conflict Good or Bad ?

5. Conflict can be both, based on….
How the conflict is handled
What the conflict is about
Who is involved in the conflict

6. Positive Outcomes
 Leads to new ideas ; Stimulates creativity
 Resolution of underlying problems
 Enhancement of group vitality and development
 Releases tension ; serves as a safety valve.

7. Negative Outcomes
 Decreased Performance
 Wasted time and energy
 Dissatisfaction
 Aggression and hostility
 Interfere with relationships

8. Causes of Conflict
 Limited Resources
 Personality Differences
 Communication Problems
 Incompatible Goals
 Task Interdependence

10. Conflict Management
Conflict
management is the
process of limiting the
negative aspects
of conflict while
increasing the positive
aspects of conflict.

11. Different Levels of Conflict
 Intrapersonal Conflict
 Interpersonal Conflict

12. Different Levels of Conflict
 Intragroup Conflict
 Intergroup Conflict

13. 5 Conflict Management Styles
 Accommodating
 Avoiding
 Collaborating
 Competing
 Compromising

14. Accommodating
You neglect your own
concerns in order to
satisfy those of the other
person.

15. 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.

16. Avoiding
Choosing not to address
the conflict by
postponing, side-stepping
etc. You don’t pursue
your goals or those of the
other person.

17. When to use Avoiding
 When the conflict is
small and
relationships are at
stake.
 When you have no
power.
 When more important
issues are pending.

18. Collaborating
You attempt to involve
the other person to find a
solution to the issue at
hand.

19. When to use Collaborating
 When there is high
level of trust.
 When you don’t want
to have full
responsibility.
 When you want others
to also have
ownership of solution.

20. Competing
A power-oriented mode.
You want to get your way
at the other person’s
expense.

21. 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.

22. Compromising
You try to find some
expedient, mutually
acceptable solution that
is at least somewhat
satisfactory to both of
you.

23. When to use Compromising
 When people of equal
status are equally
committed to goal.
 When goal are
moderately important.

24. 5 Conflict Management Styles

25. 5 Conflict Management Styles

26. YABEEJAN, Business Coach | Keynote Speaker

27. It is up to you…
or
YABEEJAN, Business Coach | Keynote Speaker

28. “ Peace is not absence of conflict, it is the
ability to handle conflict by peaceful means.”
Ronald Reagan
YABEEJAN, Business Coach | Keynote Speaker

29. The End
Prepared by Yabeejan
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