This document discusses conflict management. It defines conflict as a disagreement that arises from differing ideas, perspectives, priorities, beliefs, values or goals. Conflict is an inevitable part of personal and professional life. The document outlines sources of conflict within organizations, such as scarce resources, incompatible goals or overlapping authority. It also describes two types of conflict: functional conflict which progresses goals, and dysfunctional conflict which hinders progress. Effective conflict management identifies conflict and handles it constructively. Methods discussed include competing, avoiding, accommodating, collaborating and compromising. The document provides tips for positive conflict management including listening, acknowledging feelings, focusing on problems, and adapting one's style to different situations.

1. CONFLICT MANAGEMENT

2. CONFLICT
Situation of disagreement;
that may be the result of different:
 Ideas
 Perspectives
 Priorities
 Preferences
 Beliefs
 Values
 Goals

3. CONFLICT
An unavoidable part of our Professional &
Personal lives.
Conflict happens when two or more values,
perspectives & opinions are contradictory & haven’t
been agreed.
 Opposition
 Incompatible behavior
 Antagonistic interaction
 Block another party from reaching her or his goals

4. Nature of CONFLICT
Functional conflict
works toward the goals of an organization or group
dysfunctional
conflict
Blocks An Organization Or Group From Reaching Its
Goals
Constructive
Increase information & ideas
Encourages innovative thinking
Reduce stagnation
Tension, anxiety, stress
Reduce trust
Poor decision
Reduce information

5. Conflict
is constructive
when:
 It hampers productivity
 increases tension
 Causes of inappropriate behavior
 issue clarification
 Helps build cohesiveness
 Increases individual involvement
Conflict
is a problem
when:

6. Within & between organization
Within & between group
Within & between individual

7. Conflict
management
Conflict management is the
practice to identify conflict
and handle it sensibly, fairly,
and efficiently.
Conflict management gives
the proper idea about how to
handle or manage the
conflict of the favor of human
and an organizational welfare
by applying different
methods.

8. Status
Scarce resources
Incompatible evaluation or
reward systems
Task interdependencies
Overlapping authority
Incompatible goals and
time horizons
Organizational
conflict
Causes of Conflict
Everyone is striving to show how valuable they are in the organization and they work,
at times, this can lead to disputes with other members of the team.

9. Conflict management minimizes
the negative outcomes of conflict
and promotes the positive
outcomes of conflict.
??

10. How to manage conflict ?
Competition I Win - You Lose
Accommodate I Lose - u win
Compromise We Both Get Something
Collaborate We Both “Win”
Avoiding I lose- you lose

11. person attempts to
passively ignore the
conflict rather than
solve it
person attempts to
resolve the conflict by
passively giving in to
the other party
person attempts to
jointly resolve the
conflict jointly.
person attempts to
resolve conflict by
using aggressive
behavior
person attempts to
resolve the conflict
by give & take
concessions
competing
Avoiding Accommodating
Collaborating
Compromising
Conflict Management methods
I Win - You Lose
I Lose - u win
We Both Get Something
We Both “Win”
I lose- you lose

12. 1. Have a positive attitude
2. Building good relationships
3. Respect individual, group
4. Listen carefully to other’s perspective
5. Be aware of your body language
6. Acknowledge feelings before focusing on facts
7. Focus on solving problems
8. If you need, take help from others
9. Adapt your style according to situation & people involved
10. Give constructive critic/feedback
11. Change your PARADIGM
Conflict Management ways

13. Revolution
conflict
change
competing
Avoiding
Accommodating
Collaborating
Compromising
war
U will get
nothing
Choose your way, its in your hand
Where you want to go ?
Way 1
Way 2
Way 3

14. Thank you ‫ٳٳٳ‬
Go green