The document discusses conflict in the workplace and methods for managing conflict. It notes that the top causes of conflict are personality differences, non-compliance with rules, misunderstandings, and competition. While conflict can foster innovation and improve solutions, it can also decrease productivity, create dissatisfaction, and contribute to absence. The document outlines four approaches to managing conflict: accommodating, avoiding, compromising, and collaborating, with collaborating seen as the most effective method. It also discusses using the Johari Window model to improve self-awareness and relationships between individuals and groups in the workplace.

1. CONFLICT MANAGEMENT
- Mausham Banerjee

2. Conflict -
A state of disagreement or disharmony
between persons or ideas

3. Working together isn’t always
easy

4. The Employee Development Systems survey found
that 81% of HR professionals had seen employees
resign as a result of conflict, and 77% have noticed
increased absenteeism, resulting in increased
business costs.
In fact, "research shows that 60-80% of all difficulties in
organizations stem from strained relationships between
employees, not from deficits in individual employee’s skill or
motivation."

5. Top 4 Causes of Conflict in the
Workplace
1. Personality differences
2. Non-Compliance with Rules and Policies
3. Misunderstandings
4. Competition

6. How Conflict affects Organizational
Performance ?

7. 1. Opens up discussion and
encourages dialogue
2. Fosters innovation, invites
creativity, and results in
positive change
3. Improved solutions to
problems
4. Increases individual
involvement and interests
and better understand one
another
1. Decreases productivity
2. Creates feeling of
dissatisfaction,
resentment or anger
3. Contributes to insecurity
and uncooperativeness
4. Sickness and absence from
work
Positive consequences Negative consequences
CONFLICT

8. How to manage conflict ?

9. Managing conflict
• Accommodate
• Avoid
• Compromise
• Collaborate

10. Accommodating
When accommodating, an
individual neglects his/her own
concerns to satisfy the concerns
of the other person; there is an
element of self-sacrifice in this
mode. Accommodating might
take the form of selfless
generosity or charity, obeying
another person's order when
one would prefer not to, or
yielding to another's point of
view.
Avoiding
The individual does not
immediately pursue his/her own
concerns or those of the other
person if he/she does not
address the conflict. Avoiding
might take the form of
diplomatically sidestepping an
issue, postponing an issue until
a better time or simply
withdrawing from a threatening
situation.

11. Compromising
The objective is to find some
expedient, mutually acceptable
solution which partially satisfies
both parties. Compromising
might mean splitting the
difference, exchanging
concessions, or seeking a quick
middle-ground position.
Collaborating
The opposite of avoiding,
collaborating involves an
attempt to work with the other
person to find some solution
which fully satisfies the
concerns of both. It means
digging into an issue to identify
the underlying concerns of the
two individuals and to find a
solution which meets both sets
of concerns. This is clearly the
most effective approach of
conflict management.

12. Improving relationship in workplace
to reduce conflicts

13. JOHARI WINDOW
The Johari window is a psychological tool created by
Joseph Luft and Harry Ingham in 1955 in the United
States. It can be used to help people understand and
improve interpersonal communication and
relationships. The Johari Window Concept and
communication model helps improve understanding
between individuals within a team or in a group
setting. It can be used to improve a group's
relationship with other groups.

15. Key ideas behind the tool
• Individuals can build trust between themselves by
disclosing information about themselves; and
• They can learn about themselves and come to
terms with personal issues with the help of
feedback from others.
• Taking Feedback Once the ice is broken and your
levels of confidence and self- esteem rises, it is
easier to invite others to comment on your blind
spots.

16. A
C
T
I
V
I
T
Y
From the list of 51 adjectives pick five that describes your own personality.
Pass the same list to your neighbour/partner and ask him/her to pick five
adjective that describe you the best.
able accepting adaptable bold
brave calm caring cheerful
clever complex confident dependable
dignified energetic extroverted friendly
giving happy helpful idealistic
independent ingenious intelligent introverted
kind knowledgeable logical loving
mature modest nervous observant
organized Patient powerful proud
quiet reflective relaxed religious
sensible sentimental shy silly
spontaneous sympathetic tense trustworthy
warm wise witty

17. Interpretation
Adjectives selected by:
You
------------------------- --------------------------- ---------------------------
------------------------- ---------------------------
Neighbour
------------------------- --------------------------- ---------------------------
------------------------- ---------------------------
Your Johari Window
1. Participant and Peers (Open)–
2. Peers only (Blind Spot) -
3. Participant Only (Hidden) -
4. Odd ones out (Unknown) -

18. When you have to deal with conflict tackle the
emotional issues first then address values and interests

19. Thank you !!