Conflict management ppt

Asif Abbasi & Waqar Ahmed9/27/2013

CONFLICT MANAGEMENT
Presented by…
ASIF ABBASI WAQAR AHMED

What is Conflict and How it Generate
 Conflict occurs when one party
decides that the way things are is
not okay and seeks change, but
that change is not agreed to by the
other party It only takes one party
to initiate a conflict.
 "Conflict occurs when people
perceive their values, needs and/or
identity are challenged, threatened
or undermined." –
Cinnie Noble, founder of Noble
Solutions

Conflict Situation Base
 Conflict is always
based on situations.
 E.G
Clouds & Raining
 Source
Self estimation

Definitions
 Conflict is a disagreement
between two or more
parties, such as individuals,
groups, organizations or
countries, who perceive that
they have incompatible
concerns.
"Kavita singh―
 Source Book

Model “Kavita singh”
self estimated
• Two/More
Parties
Perceived
• Incompatible
concerns
Disagreement
• Outcomes
Conflict

DEFINATION
 Robbins Stephen P.
Conflict is a process that
begins when one party
perceives that another
party has negatively
affected, or is about to
negatively
affect, something that the
first party cares about.

Why Does Conflict Occur.......??????
 Expectation
 Different Knowledge
 Fear
 Attachment
 Poor Communication
 Different Paradigm
 Stress
 Misunderstanding
 Perceived oppression

Views about Conflict
 "If you want to make
quantum improvements,
either as an individual or as
an organization, change your
frame of reference. Change
how you see the
world...change your
paradigm, your scheme for
understanding and explaining
certain aspects of reality."
―Steven Covey‖

Different Views about Conflict
 Traditional View
(until 1940’s)
Conflict is Bad
 Human Relation Views
(1940s though the mid
1970s)
Its going to happen, so
cope with it
 Integrationist Views
(later on 1970’s)
The integrationist
approach encourages
conflict and take as
innovative and creative.

Culture views about Conflict

Conflict:
Constructive v/s Destructive
 Result in Issue
Clarification
 High Quality
Idea’s
 Develop
Relationship
 Promotes
Inequality
 Poor Results
 Create
complex city in
Processes

How Conflict Effect
Business Conflict Between
 Job Satisfaction
 Turnover
 Cost
 Job performance
 Absentees

Conflict life cycle

Stages of Conflict
Latent
Conflict
Perceived
Conflict
Felt
Conflict
Manifest
Conflict
Conflict
Outcomes

Types of conflict
 Intrapersonal Conflict
 Role-Related Intrapersonal
Conflict
1. inter role conflict
2. intra role conflict
3. personal-role conflict
 Goal-Related Conflict
 Interpersonal Conflict
 Inter-Group Conflict
 Intra-Group Conflict
 Inter Organizational Conflict

Sources of Conflict
 scarcity of resources
 Specialization
 interdependence
(I)reciprocal
interdependence
(ii) sequential
interdependence
(iii) pooled
interdependence
 incompatible goals

Conflict process
The conflict process consists of five stages as
shown in figure.
 1. Potential opposition or incompatibility.
 2. Cognition and personalization.
 3. Intentions.
 4. Behaviour.
 5. Outcomes.

STAGE 1 STAGE 2
 Communication
 Communications
Barriers
 Structure
 Lack of cooperation
 Different Goals
 Personal variables
 Personality type
 Individual values
 Perceived Conflict
 Emotional
differences
 Awareness conflict
b/w parties
 Felt Conflict
 Emotional
involvement
 Personalizing the
conflict

STAGE 3
Conflict Handling Situations
 Avoiding Style
 Forcing/Dominating
style
 Accommodating style
 Collaborating style
 Compromising style

STAGE 4
 Behavior
actions and reactions
 Conflict Management
personalizing conflict

STAGE 5
 (+)(-) Functional
outcomes/Performance
 (+)(-) Creativity
 (+)(-) Innovation
 (+)(-) Encouraging interest
group member

Models of Conflict Handling
Model 1:Thomas kilmans
 Assertiveness line shows your
own needs
 Cooperative line shows other
side's needs.
 Competing - need to satisfy own needs
high, need to satisfy other's needs low;
 Accommodating - need to satisfy own needs
low, need to satisfy other's needs high;
 Avoiding - need to satisfy own needs
low, need to satisfy other's needs low;
 Compromising - need to satisfy own needs
about 50%, need to satisfy other's needs about
50%. This is the split the difference approach.
 Collaborating - need to satisfy own needs
high, need to satisfy other's needs high.

Model2: Dual Concern Model

Model 3: Jhori window Model
 Open in the information that
we know about ourselves and
that also is obvious to others.
For example,
Gender, male-female
 Hidden represents personal
information that is known only
to us: our life experiences,
our thoughts, feeling, dreams
 Blind refers to information
that others know about us,
but that we don’t know about
ourselves.
 Unknown refers to personal
information that is known to
no one—not even ourselves

Islam Define conflict
 Quran
"
―And if two factions among the believers should
fight, then make settlement between the two. But if
one of them oppresses the other, then fight against
the one that oppresses until it returns to the
ordinance of Allah. And if it returns, then make
settlement between them in justice and act justly.
Indeed, Allah loves those who act justly."

Hadees
 It is reported that ―the
Prophet ordered two
disputing parties must
sit before a judge‖
(―Life as a,‖ n.d.)
 They highlight the
agreement in three
basic principles:
(a) justice,
(b) equality, and
(c) freedom.

Matthews (2005)
 ―Islamic intervention in
conflict is guided by the
goals of restoring Islam’s
original messages of
justice, equality, and
freedom, especially those
who have been
disempowered‖
A Community-Based Development of an
Islamic Approach to Conflict Resolution
source
http://yusufmendez.wordpress.com/islamic-
conflict-resolution-approach-proposal/

Resolution of conflict
 Conflict Mediation
A mediator/facilitator
helps the people
involve to find the
solution

Conflict Management Techniques

Example
 Conflict can be
resolve through
 Good
communication
 Collaboration
 Compromising

RESOLUTION WITH EFFICEINCY
EXAMPLE THE ORANGE

Two little girls were arguing over an orange, "Give it
to me, I want this orange, it's mine" shouted the first
girl. "And I want this orange too, I need it right now,"
cried the other girl. The teacher came in and listened
to the requirement of each of the girls. Both wanted
the same thing. The teacher takes a knife and cut the
orange in two halves. She gives each little girl one
half.
 The first girl peels her half, throws away the
skin, and eats the inside.
 The second girl also peels her half of the orange, but
throws away the inside, and puts the skin aside to
dry. She wanted to make some cookies out of the
orange.

AnY QuesTioN…..???

Conflict management ppt

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