The document provides guidance on building interpersonal relationships and managing conflicts in the workplace. It discusses the importance of avoiding conflicts and cultivating relationships to create a healthy work environment. It then offers tips for managing conflicts constructively, including using active listening and separating problems from people. The document emphasizes resolving conflicts in a way that unifies groups and enhances productivity, rather than dividing people or decreasing satisfaction and morale. The overall message is that properly handling conflicts can promote a supportive work environment where progress and solutions are achieved.

1. Building Interpersonal Relationship
&Conflict Managemnt
How to have a healthy work enviroment through
avoiding conflicts and building Interpersonal
relationship
By Ashraf M. Diaa
Member of the australian Institute of Training & Development

2. Before we start
• Empty your cup ...We will refill
together
• We will Work in Teams
• Kindly have your Communicators on
silent mode
• Choose a name for your team

3. Corporate life
• What is the price we pay from living in a corporate life
• Are we living it , suffering in it , or enjoying it
• Are we ready to apply what we will go through today

4. communication in theorganization
• In Corporate dynamics , There is Cs carrying the
performance of the organization
Communication Co-ordination

5. Factors Affecting Communication
in the Organization
1. Organizational Structure
2. Organizational Culture
3. People’s Behavior
 Structur+Culture+Behavior Corporate politics

6. Tackling Miscommunication
• Tackling miscommunication will not appear without
understanding the people we deal with
• Social Styles •Lead by Emotional Intelligence
• Being able to overcome conflicts
• Know how to negotiate

7. How does the society see us

12. What is your social style

13. What is a Conflict
Every Team will come out with a definition
for the word ”conflict
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14. Conflict can appear as a result of
Ideas
Openions
Beliefs
Values
Goals
Organizational structures
Competition
Culture , etc

15. Sources of Conflict
Ambiguous Authority
”Who’s going to run for the next promotion
Example
Conflict of interest
Asses your son and his competitor for a post
Example
Communication barriers
Language , Education , Culture or Lack of communication skills
Example

16. Sources of Conflict
Economic Conflict
Wars in times of Arabia for water sources
Example
Over dependency of one party
All activities are frozen until finance approves the budget
Example

17. Misconceptions about Conflict
Harmony is normal and conflict is not
Conflict and Disagreement are the same
Conflict is a result of ”Personality Problem
Conflict and anger are the same

18. Conflict Manifestation
Phase Three: Phase Four:
Phase Two :
Phase One : Behaviors Outcome as a
Cause
Frustration directed at result of
Conceptualization
cause behavior

19. Activity
1. Identify a conflict situation that you have faced
recently
2. Write down what frustrated you
3. Make a note on what may have caused the conflict

20. Strategies to manage conflict
• Avoidance
• Competition (A)
• Accommodation (B)
• Compromise (C)
• Collaboration (D)
20

21. Conflict range
• I win, you lose (competition—A
• I lose or give in (accommodate—B)
• We both get something (compromise—C)
• We both “win”(collaborate—D)
A B C D
21

22. Compromise
 Accepting the lose in order to cause your
opponent’s lose
• Advantages
– Shows good will
– Establishes friendship
• But
– You don’t get what you want
– May feel like a dead end
– Least effective in conflict management in
22 terms of self-benefit

23. Competition
 Aggressively trying all ways to win all
• Advantages
– The winner is clear
– Winners usually experience gains
• But
– Establishes the battleground for the next
conflict
– May cause worthy competitors to withdraw
or leave the organization
23

24. Accommodation
 Giving In , Letting the other party win
• Advantages
– shrink conflict situation
– Enhances ego of the other
• But
– Sometimes establishes a superiority
– Does not fully engage participants
24

25. Avoidance
 Denying existence of conflict
• Advantages
- If it ‘s not broken...No need to fix it
- Gives a space for more important issues &
Priorities
• But
- Status quo does not stay for much time
- When conflict is back,it is stronger and
cumulative

26. Collaboration
 Actively looking after your interest without
loosing sight of opponent’s interest
• Advantages
– Everyone “wins”
– Creates good feelings
• But
– Hard to achieve since no one knows how
– Often confusing since players can “win”
something they didn’t want
26

27. Activity
1. Look back in the same conflict situation
2. Which way did you use
3. What is your comment about your
communication skills

28. Conflict communication FREEZERS
• Tell ...”You MUST
• Threatening... ”Or else
• Throwing responsibility , ex: ”It is your responsibility
• Making a suggestion without being asked
• Attemping to educate ... ”Experience tells us that
• Judging negatively ... ”You’re wrong

29. Conflict communication FREEZERS
• Psychoanalysing people ... ”You have a problem with
communication
• Giving the third degree, ”Why a person like you would do
that
• Respond to the problem by kidding.. ”You think you’ve got a
problem

30. Going Beyond freezing Behaviors
• Begin With Communication
Active listening
Ask Open–ended questions
• Separate the problem from the person
Redefine the conflict
Find a common ground

31. Going Beyond freezing Behaviors
• Use ”I” for example not ”you
Dont Say: A cardiologist is the doctor you visit
when you get heart diease
Say: A cardiologist is a doctor i may visit if I
got heart disease
Best: A cardiologist is a doctor people visit if
someone got heart disease

32. Going Beyond freezing Behaviors
• Partial Negotiation
 Negotiate positively (Integrational Negotiation
 Avoid Distributive Bargening
• The ORANGE Challenge

33. Activity
1. Using the same conflict ,Was your behavior
constructive or Destructive
2. ROLEPLAYS : Which department will have the biggest
share of the extra budget

34. Destructive Vs Constructive
Destructive Constructive
oNegative results Progress occurs
oResolution diminish Problem solved
oGroups are divided Groups are unified
oProductivity decreased Productivity enhanced
oSatisfaction decreased Commitment appears
oUnhealthy ,depressive work Healthy and supportive work
enviroment enviroment

35. Conflict Outcomes

36. Activity
1. How did the conflict end
 Win/Win
 Win/Lose
 Lose/Win
 Lose/Lose
2. What could be the other process

37. Thank you for participation
, w
Ashraf Diaa
aiting for your feedback