This document discusses conflict, conflict management, and conflict resolution. It defines conflict as disagreement between two parties, whether violent or subtle. Conflict management aims to avoid conflict where possible and resolve it quickly when it occurs. The document distinguishes between competition and conflict, noting competition does not involve direct interference while conflict prevents another's success. It also lists potential positive outcomes of properly handled conflicts, such as stimulating greater understanding. The document discusses conflict resolution techniques and Thomas resolution styles, as well as behaviors that nourish conflicts rather than resolve them. It concludes by providing advice to managers regarding conflict.

2. 1.CONFLICT
2.CONFLICT MANAGEMENT
3.COMPETITIONVS CONFLICT
4.CONFLICT RESOLUTIONTECHNIQUE
5.THOMAS RESOLUTION STYLE
6.WAYS OF NOURISHING CONFLICTS
7. ADVICE TO MANAGERS

3. It is simply defined as
disagreement, be it violent or
subtle form between two
persons or parties.

6. Conflict management is the
process of planning to avoid conflict
where possible and organising to
resolve conflict where it does
happen, as rapidly and smoothly as
possible.

7. •Both occurs when 2 or more parties engage.
•Differ in degree of self interest displayed .
•In conflict one party prevents the success of
other.
E.g.: Hockey, football.
•In competition no direct interference of one
party with other.
E.g.: track events.

10. Conflicts can have constructive outcomes when they are
properly handled. They can:
(1) Provide greater interest in the topic of discussion,
(2) Stimulate greater feelings of identify,
(3) Cause attention to be drawn to the existing
problems,
(4) Cause diffusion of ideas for the solution for other
problems,
(5) Promote understanding,
(6) Motivate one to work more efficiently.
Positive Outcomes of Conflicts

11. Conflict resolution techniques
implies that conflicts can be
resolved--finished, completed,
overcome, or permanently
settled through these
techniques.

18. AVOIDING
AVOIDING

20. COLLABORATING

23. Not listening
A hostile reaction
Insults
Yelling
Judgments or assumptions
Self-interest

24. Unrealistic expectations
Blame
Sarcasm
Harsh words
Insincerity
A "How is that my problem?"
attitude
Minimizing a problem
Different perception.

25. Advice to Managers

26. THANK YOU