Conflict arises in the workplace due to differences in interests, approaches, timing, and attitudes between people. There are two types of conflicts: behavioral, which stems from personal emotions and perceptions, and structural, which is due to ambiguous roles or inefficient workflows. Common types of conflicts include those between individuals, groups, and organizations. Effective conflict resolution involves techniques like collaboration, where parties find creative solutions, compromise, where an intermediate solution is found, and accommodation, where one party prioritizes the relationship over the issue. Unmanaged conflict can escalate if handled through competing or avoided entirely. Overall, managed conflict can improve analytical thinking and team cohesion.

1. Conflict Management
@
Workplace

2. What is conflict ?
A serious disagreement or argument
between people with opposing needs,
ideas, beliefs, values, or goals.
Conflict arises because,
 Differences
in interest
 Approaches to work
 Timing
 Attitude

3. Conflicts are either
Behavioral Structural
 Itarises because of  Role ambiguity
persons thoughts &
feelings, Emotions
& attitudes, Values
 Design of work flow
& perception etc.
 Misunderstanding
or
miscommunication

4. Types of conflicts
 Intrapersonal conflict
 Interpersonal conflict
 Conflict between individual & group
 Inter-group conflict
 Inter-organizational conflict

5. Resolution of Conflict
 Goal structure
 Effective communication channel
 Trust
 Coordination
 Team work
 Reward system

6. Conflict Resolution techniques

7. Collaborating: Win/Win
Involves working through differences, leading to creative
solution that satisfies both the concerned parties
 High level of trust  Energy and time
 Want to share consuming
responsibility  Chances of taking
 Sharing ownership due advantage of
of solutions trust and openness
 When need to
work through
animosity and hard
feeling

8. Compromising: Win/Lose
Both the parties come to an intermediate solution i, where
no one is at loosing end.
 Equal status or  Not applicable for
equally committed long term
to jobs objectives
 When time is a  If initial demands
constrain are too great
 When goals are  If other party is not
moderately imp ready to work on
the chosen solution

9. Accommodating: Lose/Win
Appease others by downplaying conflict, thus protecting
the relationship.
 When the issues is  Credibility
and
not important to influence can be
self lost
 When you realize  When our ideas
your mistake or you don’t get attention
cannot win
 When relation and
peace is extremely
important

10. Competing: Win/Lose
When goals are extremely important
 When you are  Can escalate
confident about conflict
the decision  Losers may
 When quick retaliate
decision need to
be taken
 When you need to
stand up for your
rights

11. Avoiding: no Winners/ no Losers
Avoids conflict by withdrawing, sidestepping or postponing
 When the conflicts  Importantdecisions
are small can be made by
 When you have no default
power  Postponing may
 When more make matters
information is worse
needed

12. Is Conflict Good ?????
If conflict taken in a positive way it helps to
think in a analytical way thus improving
cohesion among group and team
members, leading to healthy competitive
environment and working for a
betterment of an organisation in this
competitive world .
Yes

13. Thank
You