Conflict arises from differences in ideas, priorities, beliefs, and goals between two or more parties. It can be constructive by clarifying issues and building understanding, or destructive if it hinders productivity and causes tension. There are various types of conflict including interpersonal, intra-group, inter-group, and inter-organizational. Conflict management strategies include avoiding or accommodating conflict, competing for one's own position, compromising, and collaborating for mutually agreeable solutions. Diagnosing issues, planning a strategy, preparing through problem-solving and practice, and implementing and evaluating the resolution process can help manage conflicts effectively.

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Definition of Conflict
What is conflict??
Causes of Conflict
Types of Conflict
Different views on conflict
What is Conflict Management?
Ways of managing Conflict
Tips for handling organizational conflicts
Conclusion

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Conflict is an inevitable & unavoidable part of
our everyday Professional & Personal lives.
Conflict is when two or more values,
perspectives & opinions are contradictory in
nature & haven’t been aligned or agreed.

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A disagreement between people that may be
the result of different:
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Ideas
Perspectives
Priorities
Preferences
Beliefs
Values
Goals
Organization structures

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Conflict is a problem when:
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It hampers productivity & increases tension
Lowers morale
Causes more & continued conflicts
Causes inappropriate behavior
Increases absenteeism
Conflict is constructive when:
◦ Opens up issues of importance resulting in issue
clarification
◦ Helps build cohesiveness as people learn more about
each other
◦ Causes reassessment by allowing for examination of
procedures or actions
◦ Increases individual involvement

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Interpersonal
Intra group
Inter- group
Inter organizational
Each of the conflict types builds upon one another
to create the bigger problem.

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Traditional view of conflict:
◦ The belief that all conflict is harmful & must be
avoided
Human Relations View of Conflict:
◦ The belief that conflict is a natural & inevitable
outcome in any group
Interactionist View of conflict:
The belief that conflict is not only a positive
force in a group but that is absolutely necessary
for a group to perform effectively.

9. Conflict Resolution Styles
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Forcing conflict style: person attempts to resolve
conflict by using aggressive behavior
Avoiding: person attempts to passively ignore the
conflict rather than solve it
Accommodating: person attempts to resolve the
conflict by passively giving in to the other party
Compromising: person attempts to resolve the
conflict through assertive give & take concessions
Collaborating: person attempts to jointly resolve
the conflict with the best solution agreeable to all
parties

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Lose – lose conflict
 Management by avoidance or accommodation
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Win – lose conflict
◦ Management by competition & compromise
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Win – Win conflict
◦ Management by collaboration

12. 1. Diagnose
• Clarify critical issues
• Identify stakeholders
• Assess sources of conflict
2. Plan
• Recognize your styles
• Minimize blocks
• Plan your strategy
4. Implement
• Carry out the plan
• Evaluate outcomes
• Follow up
3. Prepare
• Problem solve
• Practice

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Have a positive attitude
Building good relationships
Not letting small problems escalate, deal with them as they
arise
Respect individual, group differences
Have an open ear to others perspective on conflict solution
Be aware of your body language – what are you signaling
Acknowledge feelings before focusing on facts
Focus on solving problems, not changing people
If you can’t resolve the problem, turn to someone who can
help
Adapt your style according to situation & people involved
Give constructive critic/feedback

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Conflict Between people is a Fact of Life.
Conflicts occur at all levels of interaction.
Thus, conflict is a critical event in the course of a
relationship.
Whether a relationship is healthy or unhealthy
depends not so much on the number of conflicts
between participants but on how the conflicts are
resolved.