Conflict can arise from opposing desires, ideas, or forces between individuals or groups. Conflict management aims to handle conflicts constructively by limiting negative aspects and increasing positive outcomes. There are several types of conflict, including interpersonal, intragroup, intergroup, and interorganizational. General causes include poorly defined goals, divergent values, lack of trust or cooperation, and competition over scarce resources. Effective conflict management strategies include compromise, collaboration, accommodation, and avoidance. The goal is to resolve issues and reach solutions or plans of action agreeable to all parties involved.

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2. WHAT IS CONFLICT?
 A battle , contest or
opposing forces existing between
primitive desires and moral.
 A state of incompatibility
of ideas between two
or more parties
or individuals. 2
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3. WHAT IS CONFLICT MANAGEMENT?
 Conflict management is the
practice of identifying & handling
conflict in a sensible , fair
and efficient manner.
 Conflict management is the
process of limiting the 3
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4. negative aspects of conflict while
increasing the positive aspects of conflict.
 The aim of conflict management
is to enhance learning & group
outcomes , including effectiveness or
performance in organizational setting.
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5. TYPES OF CONFLICT
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6. Types of Conflict
Interpersonal Conflict
Conflict between individuals
due to differences in
their goals or values.
Intragroup Conflict
Conflict within group & team. 6
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7. Types of Conflict
Intergroup Conflict
 Conflict between two or
more teams, groups or
departments.
 Managers play a key role
in resolution of this conflict.
Interorganizational Conflict
 Conflict that arises across organizations.
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8. HOW TO CREATE CONFLICT?
 Not being a role model
 Take credit , no recognition
 Be judgmental
 Send written messages
 Subordinate should come to
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9. HOW TO CREATE CONFLICT?
 Make yourself inaccessible to
your team
 Individual Vs team approach
 Telling them ? Consulting them?
deciding with them?
 Introduce change without discussion
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10. GENERAL CAUSES OF CONFLICTS
 Poorly defined goals
 Divergent personal values
 Lack of cooperation/trust
 Competition of scarce resources
 Unclear lack of job
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11. Effects of conflict in organizations
 Stress
 Absenteeism
 Staff turnover
 De-motivation
 Non-productivity
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12. Methods to deal with conflicts
 Competition (win – lose situation)
 Accommodation (win - win situation)
 Avoidance (lose – lose situation)
 Compromise (lose - lose situation)
 Collaboration (win – win situation)
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13. Conflict Management Strategies
 Functional Conflict Resolution
 Handling conflict by compromise
or collaboration between parties.
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14. Conflict Management Strategies
Compromise
 Each party is concerned about
their goal accomplishment & is
willing to engage in
give - and - take exchange to
reach a reasonable solution.
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15. Collaboration
 parties try to handle the
conflict without making concessions
by coming up with a
new way to resolve
their differences that leaves
them both better off.
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16. Conflict Management Strategies
Accommodation
 one party simply gives
in to the other party
Avoidance
 two parties try to
ignore the problem and
do nothing to resolve
the disagreement
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17. Steps to resolve conflicts
 Assure privacy
 Empathize than sympathize
 Listen actively
 Maintain equity
 Focus on issue , not on
personality
 Avoid blame 17
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18.  Identify key theme
 Re-state key theme frequently
 Encourage feedback
 Identify alternate solutions
 Give your positive feedback
 Agree on an action plan
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19. Conclusion
Conflict is unavoidable
 Complexity of organizational relationship
 Interaction among workers
 Dependence of workers on
one another
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