Conflict Management and conflict resolution techniquesHemanth M
Conflict is an inevitable and unavoidable part of our everyday professional and personal lives. This ppt concentrates on identifying and resolving the conflict in the organization.
1) Meaning of Conflict
2) Nature of Conflict
3) Sources of Conflict
4) Classification of Conflict
5) Types of Conflict
6) Effects of Conflict
7) Approaches for Resolution of Conflict
Conflict Management and conflict resolution techniquesHemanth M
Conflict is an inevitable and unavoidable part of our everyday professional and personal lives. This ppt concentrates on identifying and resolving the conflict in the organization.
1) Meaning of Conflict
2) Nature of Conflict
3) Sources of Conflict
4) Classification of Conflict
5) Types of Conflict
6) Effects of Conflict
7) Approaches for Resolution of Conflict
Presentation on workplace conflict covering
- What is “problem” conflict?
- The inevitability of conflict within workplace teams
- The 5 Recognized approaches to dealing with conflict
- What are your usual Conflict Styles?
- Tips and strategies to reduce conflict
- When to bring in a Mediator
- Recap
Introduction
Characteristics of conflict
Views of conflict
Source of conflict
Functional & dysfunctional conflict
Levels & types of conflict
Ways to manage conflict
Tips for managing conflict
Conclusion
Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
Presentation on workplace conflict covering
- What is “problem” conflict?
- The inevitability of conflict within workplace teams
- The 5 Recognized approaches to dealing with conflict
- What are your usual Conflict Styles?
- Tips and strategies to reduce conflict
- When to bring in a Mediator
- Recap
Introduction
Characteristics of conflict
Views of conflict
Source of conflict
Functional & dysfunctional conflict
Levels & types of conflict
Ways to manage conflict
Tips for managing conflict
Conclusion
Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
1. Assignment
On
CONFLICT MANAGEMENT
Course Instructor Speaker
Dr. Kalyan Ghadei Pradeep Kumar
(Assistant Professor ) Research Scholar
I.D. No. PX-11034
Email-Pradeep.prasar@gmail.com
DEPARTMENT OF EXTENSION EDUCATION
INSTITUTE OF AGRICULTURAL SCIENCES
BANARAS HINDU UNIVERSITY
VARANASI-221005
3. Introduction:
Students bring different ideas, goals, values,
beliefs and needs to their teams and these
differences are a primary strength of teams.
These same differences inevitably lead to
conflict, even if the level of conflict is low.
Since conflict is inevitable, one of the ways in
which faculty members can help students
improve their abilities to function on
multidisciplinary teams is to work with them
to develop their understanding of conflict and
their capabilities to manage and resolve
conflict.
4. CONFLICT
an expressed struggle between at least two
interdependent parties who perceive incompatible
goals, scarce resources, and interference from the
other party in achieving their goals
Or
a process that begins when one party perceives
that another party has negatively affected or about
to affect something that the first party cares about
5. Characteristics of
conflict
Interpersonal conflict requires at least two
people. (Conflict within one’s self, or interpersonal
conflict, generally is studied by psychologists.
Communication students and scholars are
interested in communication between people. )
Conflict inherently involves some sense of
struggle or incompatibility or perceived difference
among values, goals, or desires.
6. Action, whether overt or covert, is key to
interpersonal conflict. Until action or expression
occurs, conflict is latent, lurking below the surface.
Power or attempts to influence inevitably occur
within conflicts. If the parties really don’t care
about the outcome, the discussion probably
doesn’t rise to the level where we call it a conflict.
When people argue without caring about what
happens next or without a sense of involvement
and struggle, it probably is just a disagreement
7. VIEWS OF CONFLICT
Traditional view:
The belief that all conflicts are harmful and
must be avoided
Human relations view:
That belief that conflict is a natural and
inevitable outcome in any group
Integrationist view:
The belief that conflict is not only a positive
force in group but that it is absolutely
necessary for a group to perform effectively
8. Sources of Conflict
Conflicts may originate from a
number of different sources,
including:
oDifferences in information, beliefs,
values, interests, or desires.
oA scarcity of some resource.
oRivalries in which one person or
group competes with another.
9. Functional conflict: works toward the
goals of an organization or group
Dysfunctional conflict: blocks an
organization or group from reaching its
goals
11. Dysfunctional conflict
Tension, anxiety, stress
Drives out low conflict tolerant
people
Reduce trust
Poor decision because of withheld or
distorted
Reduce information
12. Level of conflict Types of conflict
Organization Within & between
organization
Group Within & between group
Individual Within & between individual
13. Group Conflict
Intragroup conflict:
• conflict among members of a group
• early stages of group development
• ways of doing tasks or reaching
group’s goals
Intergroup conflict:
• between two or more groups
14. Individual Conflict
Interpersonal conflict:
• between two or more people a differences in views
about what should be done
• differences in orientation to work and time in
different parts of an organization
Intrapersonal conflict:
• occurs within an individual
• threat to a person’s values
• feeding of unfair treatment
• multiple and contradictory sources of socialization
17. Conflict Continuum
I win, you lose (competition—A)
I lose or give in (accommodate—B)
We both get something (compromise—C)
We both “win”(collaborate—D)
18. Competition
Plus
•The winner is clear
•Winners usually experience gains
Minus
•Establishes the battleground for the
next conflict
•May cause worthy competitors to
withdraw or leave the organization
19. Accommodation
Plus
•Curtails conflict situation
•Enhances ego of the other
Minus
•Sometimes establishes a
precedence
•Does not fully engage participants
20. Compromise
Plus
•Shows good will
•Establishes friendship
Minus
•No one gets what they want
•May feel like a dead end
21. Collaboration
Plus
•Everyone “wins”
•Creates good feelings
Minus
•Hard to achieve since no one knows
how
•Often confusing since players can
“win” something they didn’t know they
wanted
22. Tips for Managing Conflict
1. Avoids feelings or perceptions that imply the
other person is wrong or needs to change.
2. Communicates a desire to work together to
explore a problem or seek a solution.
3. Exhibits behavior that is spontaneous and
destruction-free.
4. Identifies with another team member’s
problems, shares feelings, and accepts the
team member’s reaction.
5. Treats other team members with respect and
trust.
6. Investigates issues rather than taking sides
on them.
23. Conclusion
Individuals should understand their
own personal triggers to better deal
with conflict situations in the
workplace.
Group members should think about
other group members early on to
identify privately those individuals and
behaviors that may push their buttons.
24. References:
Lakra, Kerobin and Meena, Dinesh chand (2009 and 2010; respectively)
Assignment on conflict management, submitted to Department of
Extension Education, I. Ag. Sci., B.H.U.,Varanasi
Rahim, M.A. (2002) Toward a theory of managing organizational conflict. The
International journal of conflict management,13,206-235.
http://foundationcoalition.org/publications/brochures/conflict.pdf
http://www.referenceforbusiness.com/management/Comp-De/Conflict-
Management-and-Negotiation.html
http://www.scribd.com/doc/25304585/Functional-and-Dysfunctional-Conflicts
http://www.mindtools.com/pages/article/newLDR_81.htm