Conflict Management is a practice of identifying and handling conflict in a sensible, fair and efficient manner.

1. Conflict Management
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3. Conflict
Conflict may be defined as friction , struggle or
clash between two or more parties due to
difference in opinions, ideas, values, beliefs,
interest, need and/or objectives.
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4. Types of conflict
• Goal conflict is situation in which desired end
states or preferred outcomes appear to be
incompatible.
• Cognitive Conflict is a situation in which ideas or
thoughts are inconsistent.
• Affective Conflict is a situation in which feelings
or emotions are incompatible; that is, people
literally become angry with one another.
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5. Conflict management
• Conflict management is the process of limiting
the negative aspects of conflict while
increasing the positive aspects of conflict.
• Conflict Management is a practice of
identifying and handling conflict in a sensible,
fair and efficient manner.
CONFLICT IS INEVITABLE AMONG HUMANS
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6. Aim of Conflict Management
• Enhance learning
• Improve group outcomes,
including effectiveness or performance
• Opportunity to improve situation
• Strengthen relationships
• Develop organizational setting
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7. Levels and Types of Conflict Management
Types of
Conflict
Management
Levels of Conflict Management
Intra-Organization :
Within a
organization
Intra-Group:
Within a group
Intra-Personal:
Within a individual
Inter-Organization:
Between
organizations
Inter-Group:
Between groups
Inter-Personal:
Between people
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8. ORGANIZATION CONFLICT
Intra-Organization Inter-Organization
Within a organization Between organizations
Vertical Globalization
Horizontal Economical
Line Staff Social
Job Role Legal
Political
GROUP CONFLICT
Intra-group Inter-group
Within a group Between groups
Substantive Competition
Affective Jealouy
Situational Nepotism
INDIVIDUAL CONFLICT
Intra-personal Inter-personal
Within a individual Between people
Approach-Approach Personality Clash
Aovidance-Aovidance Difference in value & interest
Approach-Aovidance Difference in power & status
Perception
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9. Functional Response of Conflict
• Functional conflict works toward the goals of
an organization or group.
• Healthy response/Constructive solutions of
Conflict:
– Increases information and ideas
– Encourages innovative thinking
– Unshackles different points of view
– Reduces stagnation
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10. Dysfunctional Response of conflict:
• Dysfunctional conflict blocks an organization
or group from reaching its goals
• Unhealthy response/destructive solutions of
Conflict:
– Tension, anxiety, stress
– Drives out low conflict tolerant people
– Reduced trust
– Poor decisions because of withheld or distorted
information
– Excessive management focus on the conflict
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11. Ingredients of Conflict
• Needs
• Desire
• Perception
• Values & beliefs
• Feelings & Emotions
• Culture
• Power & Status
• Diversity
• Generation
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12. Sources of Conflict
Foundation of Conflict
• Religions
• Culture
• Laws
Conflict Spiral
• Reaction
• Feelings
• Behavior
• Experience
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13. Two Dimensions of Conflict
• Concerns for self
• Concerns for others
• Task
• Relationship
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14. Causes of Conflict
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15. Conflict concerns in HR
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16. Conflict Management Process
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17. Positive Conflict Management Style
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18. Avoiding Negative Style of Conflict
• Fire Cracker
• Cold Shoulder
• Back Stabbing
• Memory Lane
• Social Zinger
• Trivia Fights
• Having a last Word
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19. Conflict Management Strategies
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20. Methods of Resolving Conflicts
• Open door policy
• 3rd party investigation
• Fact finding
• Peer reviews
• Mediation
• Arbitration
• Adjudication
• Conciliation
• Facilitation
• Reviews
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21. 1: Quick Stress Relief
2: Emotional Awareness
3: Nonverbal Communication
4: Playful Communication
Remedies to Avoid Conflict
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22. Prevention of Conflict
• Goal Setting
• Reward system
• Trust & Communication
• Coordination
• Healthy environment
• Understand the cause & consequences
• Equal opportunity
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23. Tips for Managing & Resolving Conflict
• Make the relationship your
priority
• Focus on the present
• Pick your battles
• Be willing to forgive
• Know when to let something go
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24. Resolution of Conflict
• Ignoring
• Smoothing
• Compromising
• Forcing
• Problem solving
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26. Conclusion
Conflict is everywhere. We can’t avoid conflict.
We can be managing conflict through
Bonding
Dialogue
Negotiation
Mediation
Arbitration
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