The document outlines the concept of conflict, defining it as a disagreement arising from differences in thoughts, attitudes, and interests among individuals. It categorizes conflict into types such as relationship, task, and process conflict and discusses organizational conflict specifically. Additionally, it presents conflict resolution strategies, including competing, compromising, collaborating, accommodating, and avoiding, while emphasizing the importance of collaboration for effective resolution.

1. MSC CLINICAL RESEARCH2020-2022- (SEM-2)
PRESENTED BY:
- HETA DESAI (ROLL NO. - 3)
- AVANI PANSURIYA (ROLL NO. - 10)
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2. WHAT IS CONFLICT ??
▪ Conflict is defined as a clash between
individuals arising out of a difference in
thought process, attitudes, understanding,
interests, requirements and even sometimes
perceptions.
▪ When individuals do not agree to each
other’s opinions, a conflict arises.
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3. CAUSES OF CONFLICT
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4. TYPES OF CONFLICT
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5. ORGANIZATIONAL CONFLICT
 Organizational Conflict / Workplace
conflict :
▪ The state of disagreement or
misunderstanding, resulting from the
actual or perceived dissent of needs,
beliefs, resources and relationship
between the members of the
organization.
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6. TYPES OF ORGANIZATIONAL CONFLICT
• Relationship Conflict: The conflict
arising out of interpersonal tension
among employees, which is concerned
with the relationship intrinsically, not the
project at hand.
• Task Conflict: When there is a discord,
among members regarding nature of
work to be performed is task conflict
• Process Conflict: Clashes among the
team members due to the difference in
opinions, on how work should be
completed, is called process conflict.
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7. RESULT OF CONFLICTS
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8. WHAT IS CONFLICT RESOLUTION ?
 Conflict resolution can be defined as
the informal or formal process that
two or more parties use to find a
peaceful solution to their dispute.
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9. CONFLICT RESOLUTION SKILLS
1. COMPETING
2. COMPROMISING
3. COLLABORATING
4. AVOIDING
5. ACCOMMODATING
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10. 1. COMPETING
▪ An uncooperative, overly assertive method used by people
who insist on winning the dispute at all costs.
▪ Not often identified as bringing satisfactory resolutions, as it
doesn’t allow for collaborative problem-solving.
2. COMPROMISING
▪ Compromising seeks a mutual agreement to settle a dispute.
▪ Both parties willingly forfeit some of their conditions in the
interest of reaching an agreement.
▪ This can be a quick way to resolve a conflict without it
becoming a bigger issue.
▪ Can also be used as a temporary method to avoid conflict.
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11. 3. COLLABORATING (win/win situation)
▪ The most effective but most difficult way of managing
differences.
▪ It requires trust and commitment on all sides to reach
a resolution by getting to the heart of the problem.
▪ Collaboration is most appropriate:
▪ When all parties are willing to investigate alternative
solutions together that they may not necessarily
have thought of on their own.
▪ When trying to get to the source of problems that
have continued for a long time.
▪ When parties from different backgrounds and
experiences are involved.
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12. 4. ACCOMODATING
▪ Also known as smoothing
▪ Involves one party accepting something
reluctantly without protest, giving the opposing
party exactly what it needs to resolve the
problem.
5. AVOIDING
▪ Simply ignoring the fact that may result in
conflict.
Get Yourself Scored by attending this
questionnaires
https://psychotests.com/test/conflict-mode
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13. CONFLICT RESOLUTION SONG
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14. REFERENCES
▪ https://www.indeed.com/career-advice/career-development/conflict-resolution-
strategies
▪ https://www.valamis.com/hub/conflict-management-styles
▪ https://brooklynns0.home.blog/2018/10/15/the-how-to-for-collaboration-with-
coworkers-featuring-why-and-how/
▪ https://www.shutterstock.com/image-vector/vector-illustration-avoiding-style-conflict-
resolution-1598415517
▪ https://www.pon.harvard.edu/daily/conflict-resolution/what-is-conflict-resolution-and-
how-does-it-work/
▪ https://www.youtube.com/watch?v=tohexVKfoXg
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