Conflict refers to disagreement over goals & means to be adopted to attain them. According to Austin David – It is a disagreement between two or more individuals or groups, with each individual or group trying to gain acceptance of its view or objectives over others. Types of Conflicts are: \Intra personal Inter personal Inter group Conflict Management Steps are: Diagnosing the issue Open communication Explaining logic Research for fact Objective oriented Open-minded approach Understanding legal & ethical steps Conflict Resolution Strategies are: Avoiding Accommodating Compromising Competing Collaborating

2. Meaning
Definition
Types
Causes
Effects
Conflict management
Resolution Strategies

3.  Conflict refers to disagreement over goals &
means to be adopted to attain them.
 According to Austin David – It is a
disagreement between two or more
individuals or groups, with each individual or
group trying to gain acceptance of its view or
objectives over others.

4.  Intra personal
 Inter personal
 Inter group

5.  The conflict that takes place within an
individual. It is the incompatibility between
needs of individuals & goals of organization.
 Example, absence of role clarity.

7.  If 2 individuals get into conflict over an
issue.
 It is the incompatibility between two
individuals.
 Example, difference in perception & gap in
communication.

9.  The conflict that takes place in between
groups.
 Example, differences in views or
competition for scarce resources.

11.  Joint decision-making – It involves contrasting
considerations. Joint decisions may have to be taken in
case of allocation of resources, determination of authority
& responsibility etc.
 Disparity between aspiration & achievement – Individual
aspirations & efforts may not match up to organization’s
targets or expectations.
 Uncertainty & scarcity – The recent experience of global
recession has created a situation of insecurity.
 Miscommunication – Ambiguous communication, too little
or too much communication, inadequate information etc.
create conflict.

12.  Personality differences – Personal values, beliefs, nature,
habits, attitude etc. may create differences among
people. For example enthusiastic person may not be
compatible with a silent, reserved personality of his
colleague.
 Poor team work – In teams sometimes we can find work-
avoiders who don’t contribute at the expected level, but
are ready to share the credit.
 Role conflict – An individual usually performs a variety of
roles, & different roles carry conflicting demands &
expectations.
 Criticism – During PFM Appraisal, employees usually find it
difficult to digest criticism. It hurts a lot & may create
revengeful feeling.

13.  Major stimulant for change
 Fosters creativity & innovation
 Increases cohesion & loyalty internally.
 Provides opportunity to learn & develop.

14.  Prevents stagnation.
 Promotes competition.
 Fosters organizational development.
 Acts as a test of capabilities of the people by
providing a challenge to them.

15.  It can lead to undesirable stress & tension.
 Blockage in communication.
 Lack of cooperation & honesty.
 Creates hostility & suspicion.

16.  Reduces organizational effectiveness.
 Hampers individual & organizational PFM.
 Adverse impact on mental or physical health.
 Develops frustration.

17.  Diagnosing the issue
 Open communication
 Explaining logic
 Research for fact
 Objective oriented
 Open-minded approach
 Understanding legal & ethical steps

18.  Avoiding
 Accommodating
 Compromising
 Competing
 Collaborating

19.  It is the easiest strategy which focuses on
ignoring the issue.
 With the passing of time period things may
just turn normal.
 There is the low concern for both own group
& other group.

21.  In order to maintain the good relationship
one party is willing to sacrifice self goal &
interest.
 Respects interest of other party.

23.  This is used when both the parties are ready
to go backward on their stance.
 They put a foot forward in the interest of
others.

25. When concern for one’s own group is high &
other group is low, it is used.

27.  It is an integrating solution when both
parties' concerns are too important to be
compromised.
 It is more than compromising.