The document outlines a training program on conflict management, detailing various types of conflict such as intrapersonal, interpersonal, intragroup, and intergroup conflicts. It introduces conflict management styles including accommodating, avoiding, collaborating, compromising, and competing, and emphasizes understanding the nature of conflict for effective resolution. Additionally, it highlights the importance of negotiation and steps to achieve mutually beneficial outcomes.

1. TRAINING
PROGRAM

2. TRAINERS FOR THE DAY
NEHA PATIL
PRERNA THAKKAR
SHRADDHA JADHAV
SUNAINA BHAT
CONFLICT MANAGEMENT

3. Learning objectives
 Help understand what conflict is and how
conflicts arise.
 Introduce different types of conflict, and
different styles of handling conflicts.
 Help understand conflict management
and resolution.
 Do’s and don’ts of conflict
CONFLICT MANAGEMENT

4. WHAT IS CONFLICT?
 A perceived incompatibility of interests
CONFLICT MANAGEMENT

5. Causes of conflict
CONFLICT MANAGEMENT

6. LEVELS OF CONFLICTS
Intrapersonal
Interpersonal
Intragroup
Intergroup
CONFLICT MANAGEMENT

7. INTRAPERSONAL CONFLICTS
Within the individual
 Thoughts, values, emotions
 When these are resolved,
one is in a position to address
interpersonal conflicts
CONFLICT MANAGEMENT

8. INTERPERSONAL CONFLICTS
 Between two
individuals
varied personalities
which usually results to
incompatible choices
and opinions.
CONFLICT MANAGEMENT

9. INTRAGROUP CONFLICT
 Among individuals within a
team
 Incompatibilities and
misunderstandings among
these individuals
 Arises from interpersonal
disagreements
CONFLICT MANAGEMENT

10. INTERGROUP CONFLICTS
 When a misunderstanding
arises among different
teams within an
organization
 Varied sets of goals and
interests
 Competition also
contributes for intergroup
conflict
CONFLICT MANAGEMENT

11. CONFLICTS MANAGEMENT
STYLES
CONFLICT MANAGEMENT

12. ACCOMODATING
 Deals with the problem with
an element of self-sacrifice
 An individual sets aside his
own concerns to maintain
peace in the situation
CONFLICT MANAGEMENT

13. AVOIDING
 There is withdrawal from
the conflict
 Problem is being dealt
with through a passive
attitude
 Individuals end up
ignoring the problem,
thinking that the conflict
will resolve itself
CONFLICT MANAGEMENT

14. COLLABORATING
 Aims to find a solution to the
conflict through cooperating
with other parties involved
 Coming up with a successful
resolution creatively, without
compromising their own
satisfactions.
CONFLICT MANAGEMENT

15. COMPROMISING
Mutual give-and-take
scenario
One party is willing to
sacrifice their own sets of
goals as long as the others
will do the same
CONFLICT MANAGEMENT

16. COMPETING
Involves authoritative and
assertive behaviours
Here, the aggressive
individual aims to instil
pressure on the other parties
to achieve a goal
CONFLICT MANAGEMENT

18. BARGAINING
An agreement between parties settling what
each shall give and take or perform and
receive in a transaction
CONFLICT MANAGEMENT

19. Steps in Bargaining
 Separate people from the
problem
 Focus on interests, not positions
 Invent options for mutual gains
CONFLICT MANAGEMENT

20. NEGOTIATION
Negotiation is about getting the
best possible deal in the best
possible way
CONFLICT MANAGEMENT

21. Planning to negotiate
 Establish your objectives and other party’s
objectives
 Frame negotiation
 Identify areas of agreement
 Trouble shoot disagreements
 Agreement and close
CONFLICT MANAGEMENT

25. CONFLICT MANAGEMENT